An Analysis of Leading Change in Ecotricity and Empower Energy Report

This report provides a comprehensive analysis of change management within organizations, specifically focusing on a comparative study of Ecotricity and Empower Energy. The report begins with an introduction to change management principles and then compares the two organizations based on the impact of strategic and operational changes, highlighting the role of technology, organizational structure, and environmental policies. It further examines the internal and external drivers of change, such as communication issues, organizational structure, cultural differences, political and technological factors, and competition, and how these factors affect behavior within an organization. The report also investigates measures to minimize the negative impacts of organizational behavior during change, including situational leadership, motivation, training, and communication strategies. Barriers to change and their influence on leadership decision-making are discussed, along with various leadership approaches used in managing organizational change. The report concludes by summarizing key findings and offering insights into effective change management practices.

UNDERSTANDING
AND LEADING
CHANGE

Table of Contents
UNDERSTANDING AND LEADING CHANGE.........................................................................1
INTRODUCTION...........................................................................................................................3
L01...................................................................................................................................................4
P1 Comparison between two organisation in term of impact of changes in strategy and
operations....................................................................................................................................4
LO2..................................................................................................................................................5
P2 internal and external drivers of change affect behaviour within an organisation..................5
LO3..................................................................................................................................................7
P3:measure that can be taken to minimize negative impact of organizational behaviour..........7
P 4 Barriers for change and analyse how they affect leadership decision making.....................9
LO4................................................................................................................................................10

P5.Leadership approaches used in managing change in organization .....................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12
INTRODUCTION
Change Management is a approach to deal with change or transformation in organizational
goals ,technology , process . The motive of bringing modification is to execute the plan for
realizing modifications , controlling alterations and motivate people to adapt change. When an
organization takes initiative for bettering their performance, capturing opportunities and
addressing the key issues, they need change, changes for processes , organizational form, job
roles and technology up gradation.
Ecotricity was founded on 1st April 1996 and has it has been established in England. It is an
energy . It is a limited firm. The company is grown on a belief of reinvesting its earnings on
growing its own green energy generations. The products the company deal in wind energy
projects, solar energy projects and bio gas.
This study includes various impact of change on organizations operations, internal and external
drivers of change that affect the leadership and individuals and teams behavior and their
working, steps that can be taken to minimize the negative effect of change in the organization.
The study will further discuss about the barriers to change and there influence on decision
making by the leaders and different leadership approaches that help to deal with change and
P1 Comparison between two organisation in term of impact of changes in strategy and
operations.
An organisation can quickly adequate changes in static environment. It is necessary for the
company to stay competitive and survival in the global economy. This is so because it helps in
streamline business and avoiding the redundant system. Change in the strategy of organization
seek the development in business objectives and overall changes also reflects the improvement in
performance of employee. Here is comparison between two organisation based on their drivers
of change and following factor which impact on organisational criteria. Considering there are
two medium scale organisation of UK like Green Ecotricity and Empower energy.
Drivers of Ecotricity Empower energy

change
Technology
changes
Green Ecotricity is the British
company introduces the concept of
green energy. It is fastest growing
company of UK building a new
technology to develop sources of
green energy like green windmills,
gas mills and sun mills.
Technological change will force
changes in basic managerial
functions. There will be increased
responsibility on management for
organization outcomes leading to
added emphasis on planning,
decision making, control, and
coordination. These will often rely
on computer-based management
science techniques which demand a
higher intellectual capability of
managers. This company operating
with new concept and strategy like
Eco bond, Eco Park, Eco labs. If this
planning is introduced to the chief
executive of the company which
influence modification in strategy
with the view of injecting new
technology to take the organisation
to the next level.
This company is leading to promote
sustainable living in all forms.
Environmental policies of this
As it introducing new strategy
involving into online management
that impact eventually increases the
number of people registered in a
month , this leads to economic growth
of business. This online service
eliminates the paperwork and also help
to saving time and money spend in
travelling, waiting and queing. If there
is change in company strategy then it
corporate new behaviours and
employee eases. It is very essential to
provide training and communication
between the employee and
understanding their profile when the
technological change is been
implementation. Changing the strategy
is beneficial for the company which
can have number of positive effects.
New direction can help to adapt
changes in the marketplace. The
technological factor impact on the
performance of business. There is
more opportunity for the expanding
their business in global environment.
Although employee are often to resist
the change in the operation.
Sometimes the organisation has
advantage of adaptability by create a
new structure with workflows ,

company has becomes in presence
which impact the effectively
changes in strategy of the company.
process and values. If the company has
identified the requirement for change
then the mapping of business
organization help to improvement in
organisation.
Organization
structure
Organization structure changes can
also lay impact on working of firm.
This company specialise all type of
gas and electricity metering
necessities it also make connection
with the property developer,
commercial builder. The challenges
have become with this company
Ecotricity to justify the laws and
legal factors of the government. As
well as spreading out the new
projects in the company related to
green revolution there is required to
apoint more employees to fulfil the
projects.
Organization structure can bring about
lots of changes in Empower energy.
Firstly company followed functional
structure but now they focus on
hierarchical structure more.
P2 internal and external drivers of change affect behaviour within an organisation
The various internal and external drivers of change which affect behaviour within organization
are following:
INTERNAL FACTORS
LACK OF COMMUNICATION

Success of Ecotricity depends on the proper communication between the leaders of the company
and employees where they can freely communicate and improve the superior-subordinate
relationship. If there is effective communication between leaders and employees then change can
be properly implemented. ( Hobbs, 2018)
IMPROPER ORGANISATIONAL STRUCTURE
Proper organisational structure starting from top level to lower level management can raise the
growth for Ecotricity , means a proper hierarchy where information flows in such manner that
there is no confusion about the work , one command for one person by one employer, no trust
issues. Not following proper organizational structure can reduce efficiency of work in firm and
can also lay impact on decisions of leaders.
DIFFERENCE IN CULTURE & VALUES
The values and culture differs for every individual in an organisation . Every individual has there
different thought process and understanding for a related work. One believes in hard working
another can choose a shortcut for same. For example the beliefs and culture that can affect the
leadership as well as the individual behaviours of Green Ecotricity are :- lack of unity, lack of
honesty, lack of responsibility (Eddy and Amey, 2014)
EXTERNAL FACTORS
POLITICAL FACTOR
Political factors prevailing inside and outside the country have influence on the organization. In
the current market relationship between government and organizations are becoming complex
day to day. Ecotricity should properly evaluate political conditions prevailing that will affect the
decision making of the leaders and managers.
TECHNOLOGICAL FACTOR
Organization structure and its operation is affected by the frequent technological innovations .
There is a huge transformation in today's world due to the technological innovation it also affect
the customer's choices as now they have better knowledge about each and everything (Lopez,
and Wise, 2015). Frequent up gradation in technology can affect the leadership decisions
regarding the task and so the behavior of employees changes they have to constantly work

according to the changes , some can survive some cannot. Ecotricity , to be successful have to
adopt frequent changes.
COMPETITION
Currently prevailing competition between different organizations has made it difficult for
management to take decisions. Management has to continuously observe , evaluate and react to
every step took by the rival company. So much efforts has been put in innovation, mergers ,
outsourcing and acquisition by others motivate other firms to work on the same if they want to
compete others. Individual and team behavior can be influenced by the competition as some
employees are competitive driven , they enjoy working in hard situations. Ecotricity train its
employees to be competitive driven (Croft, 2017)
P3:measure that can be taken to minimize negative impact of organizational behaviour.
Situational leadership is a flexible style of leadership. This is a unique style of selecting leaders
by measuring the variables of different leaders and ultimately selecting a leader that best fits into
the goals and objectives of the company. In order to be a situational leader, one must adapt, learn
and implement continuously.
Change affects company's most important asset like employees. It is costly to lose employees as
company has to recruit new one and train them it takes time and money. There are various ways
through which negative impact of change can be reduced for the Green Ecotricity.
Motivation can be the best way in reducing negative impact of change on organisational
behaviour. Employee need to be motivated so that it is easy for them to accept change as soon as
possible (Nelson‐Brantley, and Ford, 2017). Green Ecotricity Company need to help employees
to set clear goals and expectation by making them comfortable with change and share
information with employees to help them in decision making. Farm also provide power for
decision making that empowers employees to manage change in their own way, employees feel
interested and easily accept change. Company may also motivate employee's by giving rewards
as per the performance of employee which makes employee improve their performance by
incorporating changes and improve the work according to the new changes. Green Ecotricity
Company need to celebrate success of employees or giving them appreciation and recognition
for their good work, it increases employee engagement and generate interest in accepting change
to achieve organisation goals and objectives (Bohman, 2019)

It is the most important process in reducing negative impact of change. Training helps in
expanding base of knowledge for employees, but companies find this opportunity expensive.
Providing training to employee's help them learn how to manage change. Green Ecotricity
company provides Training sessions will delay the completion of task given to employees
however it is a great investment in developing organisation and individual both. Training
improves employee performance, employees who are interested in accepting change will help
company grow and hold a strong position in industry. Training encourages employee's to
improve morale and satisfaction which reduces negative impact of change. If employees are
satisfied and happy organisational behaviour is also good. Providing training in new technologies
and strategies increases innovation of products, quality of work and increase in productivity and
help the employee to accept the change.
Communication can be the best practice in reducing negative impact of change on the
organization. Change isn't easy to adopt, communicating with manager can help in accepting
change easily and help to apply on these change on the organization's improvement (Allen,
2018).. Regular communication with the employees helps manager to identify the problems in
managing changes and how to over come that problems. Channel of communication Green
Ecotricity need to be flexible so that employee can communicate with top management easily
and tell them for the problem which they faceting in adopting the changes. By communicating
employees can express their problems and get answers in effective way. Internal communication
plays a major role in encouraging change and help them for adopting the change.
Working environment can be the best way in reducing negative impact of change on
organisational behaviour and help to accept the changes (Situational leadership, 2018). It helps to
adopt the changes and the environment of the Green Ecotricity is good and employee's help each
other for the adopting the changes. It needs to be good environment in the company which help
the employee to adopt the changes easily and Working environment help to reduce the negative
impact.

P 4 Barriers for change and analyse how they affect leadership decision making.
Force field analysis
Factors for change Factors against change
Technology upgradation is one of the factors
for change in organization
Organization culture is satisfactory so it need
not to be changed.
Organization structure needs to be changed in
company
Leadership style is one of the factors against
change.
Culture diversity is one of the factors for
change.
Communication is effective in organization,
which is not the factor against for change.
Team working should be implemented in
organization, as it is very important for firm to
work as a team
Company is engaged in hiring effective and
efficient employees which is a factor against
for change.
Restructuring is also one of the factor which is
essential for change.
Training is one of the factor which is against
the change as training and development is
satisfactory in firm.
New working condition is also a factor for
change which must be implemented.
New system has already been updated in the
firm so it can be said that it can be a factor
against change.
Employment can be one of the factor for
change
Miss-communication is the factor which is
against for change.
Talent management is the factor for change Learning is the factor which is against for
change.
It gives an overview of changing problems that need to be handled by a business. There are two
models in this analysis: Driving force & Restraining force. When these two forces are equal then
there is no change. For any change the restraining force must exceed the driving force.
This is a common barrier to change where people don't know what actually a change is. Their is
no clarity of thoughts about what a future holds or how it looks. And if one is not clear about the
future, where one is going, how you will reach their and how will you know when you finally be
there. This affect the decision-making as employees are unaware of the vision of the company,
they are not clear about in which direction they should lead. In this case the leaders first task is to

make employees clear about the work , this will be time consuming as the leader has to start it
from the beginning. Thus due to lack of understanding of change Green Ecotricity's suffered loss
as employees were unproductive.
When introducing a change, the company's first priority should be communicating it effectively.
It is important to communicate the change properly at each level of the organization. Many
organizations believe in one-way communication that doesn't encourage people to work. Same
happened with some of the employees of Green Ecotricity in 2010 when the company introduced
the idea of green gas to Britain. Due to lack of communication employees have a vague idea
about the new concept and so the company suffered some losses. This causes decrease in quality
of work and leaders assumption failed about the production, so employees were given proper
understanding of the changes.
When people have their set mindset about the work and they think negatively about everything
what so ever is happening in the surroundings they become hard to understand and harder to get
understood by the people in these situations the leaders has to make them priority, make them
understand , arrange training or some sort of motivational program to influence them to think
positively. Same kind of issue was faced by the company Ecotricity , the employees were
unproductive , time and resources are wasted , there was financial losses.
For having a smooth flow of processes in the organization, employee involvement is necessary.
Considering their thoughts and views in the change will help organization to even implement the
change. If there is no involvement of employees in decision-making about bringing the change,
there is a possibility they even resist any change. For change to be successful employee’s
involvement as far as possible is necessary. So in 2017 Ecotricity got permit to plan to construct
UK's first grid scale battery storage projects. The company didn't involve the people at middle
level in the planning process so that affected company's working process that they planned .
Inadequate resources will make the process delay. Leaders train their employees to be quick,
effective and efficient in their task but inadequacy of budget can make it worse as leaders can
ask their employees to be slow where they are meant to fast. In this situation employees can lack
patience and can leave the organization. In Ecotricity same thing happened company's
productivity started decreasing and employees started leaving the organization. Benefits should
be equal to the risk involved in the given process. If so not there is risk involved. Employees will
resist change as rewards work as the motivation factor and they are not satisfactory company will

suffer loss. Similar thing happened with Ecotricity when the employees worked day and night on
a project and in return got nothing they started leaving the company. The leaders faced problem
in retaining the good employees.
LO4
P5.Leadership approaches used in managing change in organization
(Covered in PPT)
CONCLUSION
The study focuses on internal & external drivers of change that affected leadership, individual
and team behavior of Ecotricity. Internal drivers like lack of communication , differences in
culture and values of individual has affected the change in the organization. External factors such
as political and technological factor affected the process of change in the organization. The study
also covers the barriers to change in the organization such as lack of clear vision, negative
attitude of employees, no employee involvement and had adversely affect the growth of
organization. Decrease in quality output , employees leaving the organization. Insufficient
budget and no rewards for extra hard work employees had put in made employees frustrated and
leave the organization. The measures like employee involvement can help bring the change in
the organization, two way communication between employer and employee will help making
work more easy. Proper motivation and guidance will help employees to cope up with changes
and be competitive in this world. Reward given as motivation will help employees to be
effective.
REFERENCES
Books and journals
Allen, B., 2018. Leading Change Together: Reducing Organizational Structural Conflict through
a Dialogic OD Approach using Liberating Structures.
Bohman, K., 2019. Leading Change From the Middle: A Qualitative Study on Middle Managers'
Role in Organizational Transformation.
Croft, A., 2017. Leading the change toward education for sustainability in early childhood
education. He Kupu. 5(1).pp.53-60.

Eddy, P.L. and Amey, M.J., 2018. Leading in the middle.
Hobbs, B., 2018. The Relationship between a Pastor's Perception of Credibility, Focus, and
Church's Organizational Crisis and the Process of Leading Change within the First Five
Years of His Tenure (Doctoral dissertation, Southeastern Baptist Theological Seminary).
Lopez, P. and Wise, D., 2015. Leading Change for the Implementation of Common Core State
Standards in Rural School Districts. Education Leadership Review of Doctoral Research,
2(1), pp.47-56.
Nelson‐Brantley, H.V. and Ford, D.J., 2017. Leading change: a concept analysis. Journal of
advanced nursing.73(4).pp.834-846.
NHS England, 2016. Leading change, adding value: NHS England's commitments. British
Journal of Healthcare Assistants.10(10). pp.502-505.
Thornton, B., Usinger, J. and Sanchez, J., 2019. Leading Effective Building Level Change.
Education, 139(3), pp.131-138.
Vieira, F. and et.al., 2018. Understanding and enhancing change in post-Bologna pre-service
teacher education. Leading Change in Teacher Education: Lessons from Countries and
Education Leaders around the Globe.
Online
Situational leadership. 2018. [ONLINE] Available through: <
https://smallbusiness.chron.com/define-situational-leadership-2976.html>