Change Management Strategies in Medium-Sized Organizations

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Understanding and leading changes
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Contents
Introduction......................................................................................................................................5
Task 1...............................................................................................................................................6
Managing the Impact of Change......................................................................................................6
Task 2.............................................................................................................................................11
Leadership decision making.......................................................................................................11
Task 3.............................................................................................................................................18
Leading Change.........................................................................................................................18
Conclusion.....................................................................................................................................31
References......................................................................................................................................32
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Introduction
The global world of business with a medium-sized organization simply emphasizes the way to
success. Small-medium enterprises are gradually taking participation in different business
activities with different functions. In order to prosper the business leadership and motivation is
very necessary to make people activated in the organization. In general, there are various
concerns and problems have been found while making changes because to make any change in
the process the managers and leaders must keep in mind about the environmental issues and
affects of developing changing technology.
The medium-sized organizations also need clear identification in order to contribute to the
economy, the participation of medium organizations are way more important. The required
changes and what is going to change both the aspects is necessary to be found because no matter
how sophisticated technologies and strategies they are using eventually leadership function is a
necessary involvement.
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Task 1
Managing the Impact of Change
Introduction
The changes in the organization are as necessary as other factors influencing the processes. The
required changes are only done by the managerial hierarchies of the organization. In the global
world, the organizations which are performing in a well-defined manner are Captify & Smith
Brothers.
Part A: Responding to Change
1. Assess the different drivers for change using a range of real-world examples to
support your answer.
Captify
It is basically an advertisement organization which holds the data of customer at a huge level
even outside the Google (Webber, and Webber, 2015). It was founded in 2011 by Adam Ludwin
and Dominic Joseph. The main purpose of achieving higher growth and success, they have
applied different managerial skills as well as drives changes. The result of the initial stage
was £1 million profit in its first year. Initially, their gross revenue was increased by 300%.
According to the market condition, this was proven out of the box or extraordinary performance
at the market place. Now they are exploring the business of Apple, Disney, Microsoft, Adidas
and American Express.
Smith brothers (contracting) Ltd
Smith Brothers (Contracting) Ltd. is basically a power supply organization which supplies high
voltage power to other organization. It was founded in 1999 by Richard and John Smith. They
are specialized in renewing the energy to the private sectors. With the opening of the Irish
division, they are exploring the business. In the year of 2016-17, this organization has brought
changes up to 50% and £40 million turnovers. The main objective of Smith Brothers
(contracting) Ltd is to generate high voltage energy and distributing across the countries.
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2. compare how each of the organizations has responded to the drivers for change,
considering similarities and differences in each organization’s approach to dealing
with change
Evaluation Captify Smith Brothers (Contracting)Ltd.
Similarities  They are serving services
to the customers with their
skills and resources.
 Their organizational
structure is unhealthy and
unorganized.
 They are advertising the
performance of brands as
exploring the services.
 They are also serving
services to the customers
with their resources.
 They are also not following
any systematic organizational
structure.
 They are also exploring the
services of other
organizations by providing
power services.
Differences  They are more likely to
work for big organizations
and promotional events
(Tan and Adams, 2018).
 The services are work-
oriented and for
exploration purpose.
 Their stakeholders may
affect the work or decision-
making process.
 They are more likely to work
for administrating services of
the organizations.
 The services are provided to
customers either for
household or business
purpose.
 Leadership may affect the
work and operation function.
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Part B: The Impact of Change
3. Evaluate the ways in which the internal and external drivers of change may affect
the leadership behavior, and the behavior of the teams and individuals.
Every organization has its own cultures and leadership behavior and in order to get higher
profitability they may include successful internal or external factors to the external environment
such as:
Internal factors
Internal factors may include different aspects which may focus on several strategies and
approaches. The involvement of strategies and approaches are subjected to clear visionary,
attainment of goals and higher work efficiency (Hobbs, 2016). The internal factor may include
strategies such as:
 Internal communication
 Internal organizational structure
 Internal learning
 Internal leadership
External factor
External factors which may include the environmental aspects such as political, economic,
technical, legal and social are mostly outside the control of the business. The exchange of ideas
on a continual basis, it may include actions of societies, customers, suppliers, etc. The employees
may get affected due to the elimination of discrimination, equal pay scale to the employees, fair
decisions to each employee, etc.
4. You must evaluate measures that can be taken to minimize the negative impacts of
change on organizational behavior.
Captify is involving new aspects and organizational changes in order to uplift the performance of
the management. However, their managers and leaders made some critical changes also which
proves very digestible but also very less effective. The changes may vary technological aspects
such as promotions of clients with new methods and tools. But the concern is customers and
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peoples are available on that platform to see that. They are choosing social media tools but
customers are not available at the platform.
5. Apply appropriate theories and models in order to critically evaluate organizational
response to change.
The business of advertising becomes more successful in order to get higher profitability but there
are some critical changes that have found such as:
 Lewin’s change model management: This approach helps to split the process according
to the work and this is the most effective process to divide large works (Fisher, 2017).
 The McKinsey 7-S model: This strategy makes the effective workflow in order to make
changes as per the seven aspects such as strategy, structure, skills, staff and shared
values.
 Kotter’s theory: This theory involves very fewer changes and also makes the work
consists in order to get higher work-efficiency.
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Recommendations
Based on the above task, the major recommendations are an implication of leadership in the
working environment as well as make higher profitability. In the event of managing work
effectively the approaches must involve in changing the process effectively. Therefore, the
manager and bring uniqueness and creative objectives in the business (Barbery and Torres,
2019).
Conclusion
Although there are numbers of changes have been made with the help of these approaches but
the way of executing the work in an effective manner can be possible with the help of effective
leadership. There are necessary changes have been made in order to get the change and drive the
changes to make the business powerful.
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Task 2
Leadership decision making
The driving and resisting forces associated with the change
The organization Captify is largest organization of the UK which maintains first party consumer
search data outside Google. In the culture of respective organization the following force field
analysis could become helpful to identify the driving and resisting forces of the organization.
Force field analysis for Captify
The force field analysis of Kurt Lewin explains the problem of change that need to be identify
buy an organization. In the change process of Captify the management needs to handle all the
problems effectively. In the model of change there are various abstracts motivating change and
abstracts that preventive it. The analysis of Lewis can be used to:
 Identify the stability of control involved in an subject
 Recognizing the important stakeholders related to the issues.
 Recognizing challenger and associates
 Recognizing how to classified the target amongst the team members
Factors which are included in change
 A basic understanding that the business will do better in future
 Aspiration to enlarging the profitability and other performance objectives
 The need to identify the factors that can enlarge the efficiency and competitiveness
 Disagreements between the departments
 Need of superior suppleness in the structure of the organization.
 Anxiety about the bad communication skills that can make unfortunate business
relationships.
External forces for the change process of Captify
 Higher requirement of better quality and the stages of consumer services.
 Unstable conditions of economy.
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 Taxes and legislations
 Higher level of competition
 Higher level of input cost
 Interest of political factors
 Social and ethical values
 Changes related to the technologies
 Globalization
 shortage of natural resources
 Altering attitudes and composition of the workers.
The factors that can make the change process harder for Captify
 Narrow-minded self interest
 Behaviors
 Confusions related to the target of change
 Small acceptance of change
 Various evaluations of the circumstances
 Economical insinuations
 Terror of the unknowns
There are some factors that are related to the organization and could make some barriers in the
process of change and these are:
 Structure of the organization
 Obtainable structure of power
 Confrontation from group work
 Breakdown of last changes programs
The process of change also can be opposed because of the deprived way in which the process of
change can be managed (Van, 2014).
The different barriers of change
The process of change is necessary for converting the previous strategies into new one. This
change can become beneficial for the management and for the employees also. The process of
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change is positive as well as negative sometimes for the organization. There are following
factors that can become a barrier in the process of change management:
Lack of involvement of employees: It can become the biggest barriers in front of the
management of an organization. Captify is a wide range of organization and in the change
management policy of the respective organization. The lack of employee involvement can make
a negative impact on the organizational culture of this organization. It is necessary for all
employees to know about the change policies of the organization. All the information that is
related to the change management policies needs to consider by all the employees working in the
respective organization. Employee involvement is the basic barrier in the process of change
management. The employees of the organization always use to afraid of the situation of change
and it can become the biggest barrier in front of the management of Captify. The processes of
change sometimes reduce the level of enthusiasm in the workers and make them negative
towards their works. The change management plan of the respective organization only can be a
success when the management involves all the workers in their change management policy and
make them positive with the changes they are applying in their organization (Fleisher, et. al.,
2014).
Lack of efficient communication: In the process of change management lack of clear
communication is also becomes the barrier in front of the employees and the management of an
organization. The top leader of an organization always believes in a clear communication
strategy and they use it for explaining their change management strategies in front of their
employees and workers. The clear communication makes people aware of change planning’s and
there is less chance of increasing the confusions in all the activities. By using the better
communication strategy employees of the respective organization will try to get the latest
development in their organization.
The CEO’s of Captify should try to stop making an announcement and they should try to make
an introduction with the strategies they planned for applying the changes in the environment of
their organization. In the change management process, the management should try to make their
employees about the changes and also they need to introduce them with the effect of this change
management plan on the organization as well as on their performances. The management should
try to positively influence the people of their organization by the change management strategies.
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Effect of bad culture: Sometimes the management of changing policies does not aware of the
effect of changes on the employees working in the organization. The change planning team
sometimes has no idea whether the changed policy will be accepted by the employees or not and
what will be the effect of these change policies on the workforce of their organization. The
planning team always to implement their strategies as per the feeling and establishment. The
team always tries to understand the barriers that can affect their changing strategies and they
make their decision accordingly. The bad culture of the organization motivates the employees
not to accept the changes which are coming in front of them related to their workplace. The
management should try to explain these changes positively in front of them so they can
understand them easily. They should try to involve the feelings of their employees into their
various decision-making process.
Forces that influence the decision making and leadership of an organization
In the working culture of Captify organization there are various driving and resisting forces that
can affect the decision making and leadership practices of the respective organization. Here are
some factors that can play a role in the decision making and leadership policies of the
organization:
Factors which influence decision making process of Captify
Programmed VS non-programmed decision: The programmed decisions can be made by clear
thinking and perceptions of the managers. The managers are always having proper ideas about
the problems and conflicts that can come into their way. In their programmed decisions, the
problems can be structured well and maintained. In this type of decision-making policies the
problems are solved with a clear policy and the decisions also can be taken with the help of
appropriate policy or procedure. Besides this, the non-planned decision of an organization can be
made in various situations. The result of these policies can be unpredictable at some time and the
managers can found unexpected problems also. The problem needs to solve by using custom-
mode response and these are most of the time can be handled by the top management of any
organization. Merging the business with another and shutting a plant are the examples of the
non-programmed decision (Groves, et. al., 2014).
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