Change Management Strategies in UK Telecommunication Companies

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UNDERSTANDING AND LEADING CHANGE

Table of Contents
Introduction.................................................................................................................... 3
Task 1: Managing the Impact of Change......................................................................4
P1: Compare different organisational examples where there has been an impact
of change on an organisation’s strategy and operations.......................................4
P2: Evaluate the ways in which internal and external drivers of change affect
leadership, team and individual behaviours within an organisation.....................5
P3: Evaluate measures that can be taken to minimise negative impacts of
change on organisational behaviour........................................................................6
M1: Assess the different drivers for change in each of the given examples and
the types of organisational change they have affected..........................................7
M2: Apply appropriate theories and models to critically evaluate organisational
response to change....................................................................................................7
D1: Draw conclusions and recommendations with valid justifications for
planning effectively for change and applying change impact analysis.................8
Task 2: Leadership Decision Making...........................................................................9
P4: Explain different barriers to change and determine how they influence
leadership decision making in a given organisational context..............................9
M3: Use force field analysis to analyse the driving and resisting forces and
show how they influence decision-making............................................................11
D2: Critically evaluate the use of force field analysis in the context of meeting
organisational objectives.........................................................................................12
Task 3: Leading Change..............................................................................................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.

.................................................................................................................................... 14
D3: Critically evaluate the effectiveness of leadership approaches and models
of change management............................................................................................15
Conclusion....................................................................................................................16
References....................................................................................................................17

Introduction
The structure of an organization includes different aspects and department which
affects the success and growth of the company. The current era contains rapid changes
which distress the environment of organizations. These changes are inevitable to ignore
but organizations can implement some strategies to maintain the consequences of
these factors. To attain the impactful strategies the foremost necessity of organization is
to implement the appropriate leadership skills. The report contains information about
the two different organization in the UK. That is the BT group and Vodafone. These
are the most popular and successful telecommunication companies in the UK. The
report will give concise information about different changes faced by the organization.
There will also a discussion about the influences and impacts of changes in leadership
management. The report will also inform about different approaches and strategies
which can help both of the organization to build their organizational structure in a
significant manner.

Task 1: Managing the Impact of Change
P1: Compare different organisational examples where there has been an impact
of change on an organisation’s strategy and operations.
BT Group and Vodafone are the enormously growing organizations of UK. The reason
behind the success of these companies is a significant approach to deal and adapt the
required changes. The different changes affect the strategies and operations of an
organization in a different manner and also affected the structure of these two
companies in a significant manner.
 Organization-wide change: The current time is full of competition each of the
organisation wants to be on the top to become an example for its competitors.
This can be taken as the most trending change in current organizations to
determine the success and also to extend the business in a significant manner.
The particular change had adapted by the organization BT group which
determined to grow the structure of the organization (Nielsen, 2013). This
approach had affected the operation of the company as the expansion made
cultural differences in the organization. These cultural differences become bias in
the context of organizational development. Thus, the company had implemented
some strategies to develop the company.
 Transformational change: The telecommunication industry deal with the
transformation of chats and conversation via the use of technical media. The
organization Vodafone had implemented some strategies to make the utilization
in their transformation facilities. This change had affected the organizational
social and cultural environment (Uddin, et. al., 2012). The company had faced
some significant changes in technology uses also which needs to be managed
accordingly. The change can be beneficiary for the origination but to make the
implementation of such an approach is a major task for the company but the
organization had implemented some significant strategies to attain growth.

P2: Evaluate the ways in which internal and external drivers of change affect
leadership, team and individual behaviours within an organisation.
The changes affect the organizational structure as it impacts the working culture. Each
of the organization attains some specific strategies to make the implementation of the
working performance. The changes directly impact the different aspects of the company
as it includes different phases of the company.
The change includes different fluctuations it can be positive or negative but the initial
thing is that it includes technical and operational changes. These changes make cultural
differences in the organization as the employees are required to understand and adapt
to those changes (Morgeson, et. al., 2015). To make the determination over changes
this is most necessary for the leaders of different teams to make the whole team
involved in respective changes. The leaders are the most essential need of an
organization as these are the people who make balanced communication and culture
between employees and employer in the organization. They need to make the
determination about changes as if they will understand those changes in a proper
manner then only they can make the employees related to those modifications.
The changeability is necessary for the contrast of the company but this is not necessary
as if it is good for the company then it will also be good for the employees of that
company. Each of the team works to attain specific criteria of success with the help of
relevant resources but this is not necessary that they will happily adopt the changes it
can impact them in a negative manner (Erhemjamts, et. al., 2012). This also affects the
planning's career objectives of an individual as might be those changes will not fulfil the
needs of the individual.

P3: Evaluate measures that can be taken to minimise negative impacts of change
on organisational behaviour.
The changes are unavoidable but if the organizations attain some effective strategies
and ideas then they can avoid or reduce the negative impact of specific changes. Some
changes which can implement by the organization are:
 The collaboration of employees in change: This is most necessary to involve
the employees in the determination of changes. This is determined that the
employers are those who make the changes but the employees are the keys to
implement such changes (Fugate, et. al., 2012). This will helps to make better
communication and also enhance the company structure in a significant manner.
 Concentrate on effective allocation: The foremost reason behind the
implementation of changes is to adopt organizational growth and success. To
achieve overall growth the major necessary thing is to implement the changes in
the right manner. The implementation of changes is itself a major task so if the
organization wants to avoid the hassle then they need to make the appropriate
allocation of changes.
 Employee’s commitment: Employees are the most powerful stakeholder of an
organization as these are the people who make the performance structure of the
company. These changes affect employees on a large scale. This is most
necessary for the organization to attain stable obligations of its employees
(Santos, et. al., 2015). As if the employees will understand the changes then it
will directly reduce the probability of negative impact. Thus, it can be stated that if
the employees will give their best towards changes that will be a positive sign for
the organization.


M1: Assess the different drivers for change in each of the given examples and the
types of organisational change they have affected.
The changes which have been discussed above were related to the expansion of
different organizations that is BT group and Vodafone. The companies had
implemented the idea of organizational and transformational change. These changes
had implemented by the organization in context to achieve growth and success. The
specific changes had affected the cultural environment of organizations (Dauber, et. al.,
2012). As these changes had made bias in the thinking and performance of employees.
The changes also made the things tricky for both of the organizations to be managed in
a significant manner.
M2: Apply appropriate theories and models to critically evaluate organisational
response to change.
There are some specific theories and models which can help in a significant manner to
implement the changes in the organization. One of the best model which can help to
understand the change management is Lewin's Change Management Model (Swink
and Jacobs, 2012). The model contains three stages:
 Unfreeze: This is the initial phase according to the model in which the
organization needs to make the determination about need and justification of
changes.
 Change: Another step is to make the implementation of change. As this not only
includes the execution of change apart from that it focuses on to make the
employees determine about the needs and relevance of changes.
 Refreeze: After the successful implementation of change, this step determines to
make the balance between working culture. As if all the changes will be
implemented in significant manner then the working culture will also be effective
and impactful.

D1: Draw conclusions and recommendations with valid justifications for planning
effectively for change and applying change impact analysis.
This is analysed that the changes are necessary to be implemented in the context of
organizational growth but this is also necessary to make the proper implementation of
changes. This is recommended to both of the organization to make the employees
understand and determined about changes so that they also can help in a significant
manner to achieve development (Vaccaro, et. al., 2012). Another recommendation to
the organization is to make positivity at the workplace as if the employer will encourage
the employees then they will increase their performance in a significant manner. This is
recommended to the organization to inbuilt some approaches and ideas which helps to
maintain the organizational structure in significant manner. This can be determined that
the organizational changes are necessary but if the organizations will be focused to
follow such recommendation in concise manner then only the company can attain the
growth and success.

Task 2: Leadership Decision Making
P4: Explain different barriers to change and determine how they influence
leadership decision making in a given organisational context.
While working in the dynamic environment there are a series of the factors that varies
frequently and have a great impact on the work operations of the company. Such
factors tend to act as a barrier in normal and smooth functioning. As such leads to the
taking of the hasty decision. Apart from that such factor also act as a hindrance in the
aspects of creativity and innovation (El-Fekey., 2015). In brief of BT group and
Vodafone series of the barriers that can be faced by the authority concern with respect
to the changes prevailing in the market environment includes:
Lack of suitable and appropriate support from the top-level concerns:
For the effective and suitable command on the various changes that are prevailing in
the market, it is required to have a continuous overview of these factors (Nadason, et.
al., 2015). This will assist in the making of suitable and relevant changes in the internal
working patterns in accordance with the needs of the change that are dominating in the
external environment. However, in this regard, it is determined that there is a lack of the
suitable and effective support from the top-level concerns as the implementation of the
change may affect the process of the decision making of the authority concern of the BT
group and Vodafone. As such it is required that the effective support must be provided
to the entire workforce by the top authorities so as to enable them to discharge their part
of accountabilities in a better manner.
Complexities in the work operations
Another barrier that can be faced by the BT group and Vodafone is complexity. It has
been observed that the acceptance of change brings complexity in the work operations
as the employees engaged in the work operations does not react in a positive manner.
Such issues tend to bring a high level of risk affecting the quality leading to a great and
significant impact on the procedure of the decision making (El-Fekey., 2015). In this
regard, it is required that proper and effective understanding must be gained by the

employees with respect to the change so as to have better working leading to a better
decision in relation to the recent and upcoming activities.
Fear of failure due to the change
The other barrier in relation to the change is the fear of failure. It has been observed
that the employees fear to accept the change in anticipation that their personal goals or
objectives will be affected (Sadegh Sharifirad and Ataei, 2012). As such it becomes a
great difficulty for the management concern to implement the change and mould the
behaviour of the workforce in a positive manner.
For such purpose, it is suggested that the proper command must be attained on the
series of the changes so as to implement them in the work operations in a better
manner leading to the accomplishment of the objectives (He and Brown, 2013).

M3: Use force field analysis to analyse the driving and resisting forces and show
how they influence decision-making.
The force field analysis is an approach which helps to enhance the decision-making
techniques.
Forces for change
 Driving forces: These are those forces which sustain the changes as these
approaches help to make the determination and vision about the desired
changes. For example, this approach contains a brief description of sustainable
resources and technologies which are attaining by the organization.
 Restraining forces: These are the forces which help to make the required
changes in the current policies and technologies (Luo, et. al., 2012). For
example, these forces help to make the relevant and necessary changes in the
existing resources and technologies.
These forces help in a significant manner to make a determination about the required
changes. The management of changes is actually a tricky task through the help of this
analysis it can be implemented in an appropriate manner.
Propose
Changed