Evaluation and Reflection on Change: MGT540 Report on Leadership

This report analyzes change management strategies within the context of real-world examples, focusing on stakeholder engagement and leadership styles in prominent Australian companies. The report examines the change initiatives of Wesfarmers, Qantas, Woolworths, and Westpac, exploring how each company navigates organizational change. It delves into stakeholder mapping, behavioral styles of change leaders, and the adoption of new technologies, such as communication platforms and research procedures. The report also investigates the application of change models like Kurt Lewin's and McKinsey's 7-S, as well as the ADKAR model and appreciative inquiry approaches. The analysis considers factors such as employee motivation, teamwork, and competitive pressures to assess the effectiveness of these strategies. The report provides insights into how these companies manage change, including their approaches to internal and external communication, technological advancements, and overall business strategy.

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CHANGE MANAGEMENT

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Stakeholders Engagement
Wesfarmers is an Australian conglomerate, which was founded in the year 1914. The
company focuses on the needs and requirement of the consumers, through which it is one of the
leading company. In the year 2017 the revenue of the company was A$68.44 billion and
company involve various stakeholders in decision making (McCredie & Sadiq, 2019). In 2015,
the company includes stakeholders in deciding the responsibilities and major rules to be followed
in major task and job. In the current year the CEO of the company adopt new leadership style
which include contingency and servant leadership style that is to change the leadership style
according to the situation and to serve the customers by providing quality products. This change
is most important it is due to the reason that by this CEO can motivate the stakeholders and lead
the stakeholders to use innovative skills and knowledge so that they can increase coordination as
well as raise the productivity and efficiency in the organization. This is the change project
through which the overall functioning and activities in the organization is also changed (Jie &
Gengatharen, 2019).

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Stakeholder map
SOURCE: (Thaker, 2019)
The consequences of the position is that each stakeholder play a significant role in
changing the accepting the change in the internal and external environment which includes
media which is high power because of providing the information about the change and reason of
change in the organization (Coristine, et al., 2019). Further, the board of directors also finds
consequences in maintaining the coordination with the shareholders and employees of
Wesfarmers. The burden of other stakeholders also increases because of adopting the policies
and strategies because of providing efficient services to the customers and to serve their needs by

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focusing on understanding the demands of the consumers. The main motive of the project and
change is to examine the major position of the stakeholders so that objective of applying and
accepting the project is achieved in the organization (Thaker, 2019).
For achieving the outcomes of the project and identifying the key positions of the
stakeholders CEO of the organization face several difficulties which includes that employees is
having less power and low interest in increasing the conceptual agreement with the Wesfarmers.
The other consequences are that suppliers and managers of the organization also have low power
towards the changing leadership style of the CEO (Khan & Lockhart, 2019). Therefore the above
stakeholder map shows that several other stakeholders involve in the project which includes
governments, distributors, competitors etc. This is because distributors of the organization have
has high power due to understanding their position and rules in the changing policies and
structure of the Wesfarmers. But still problems in the company arise due to more number of
competitors and company has to deal with high competition in the dynamic environment.
There are several issues which the organization has deal with while achieving the
objective of the project. The project of analyzing the key positions of stakeholders is achieved
because of using the efficient leadership position and maintaining the coordination in the
organization. The estimation describes that in the year 2018; the company earns more profits and
has more workforce diversity because of better working environment in the organization
(Vinayavekhin & Phaal, 2019). Through this the overall objectives of expanding the operations
in the international market is achieve that is in the present year the company serve more areas
such as Australia, India, New Zealand and United Kingdom etc. It is due to more satisfied
employees and clear description of the stakeholder’s positions. Through this discipline in the
organization is managed and leads in maintaining good communication with coordination in
Wesfarmers.
Behavioural style used by change leader
Qantas Airways limited is the largest airline by fleet size, international flights and
international destinations. It was founded in the year 1920 in Australia; the airline is the well-
known which generates up to A$17.06 revenue because of providing quality services to the
customers. The airline provides both international services which starts through with and

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provides other services within the domestic area (Li & Wang, 2019). The airlines also hold and
include other branded airlines, therefore with the increase in work and activities the employees
and of the airline were findings difficulties in communicating with each other and to
communicate through the internal and external stakeholders so that proper functioning in the
airline will be maintained.
It is because communication is the major strategy through which activities of the
organization are coordinated and helps the organization to work quickly by involving all the
members of the organization. Therefore, to increase and improve the communication in the
organization the airline use the mobile technology so that employees with the text messaging and
also does video conferencing in the airline (Baxter, Srisaeng, & Wild, 2019). This change was
planned in which all the employees together decided to adopt the new change and use new
technologies for communication so that more communication will take place in the airlines.
This change is totally planned and change the traditional method of communicating
through bulletin boards. It is because through major problems arises that is not all the employees
are ware about the message because of shortage of time and lack of knowledge regarding the
subject matter. In the year 2015, Qantas Airways limited include adopt new communication
technologies so that employees also feel motivated and provide quality services to the customers
(Bakir, 2019). The main of the airlines is to gain competitive advantage by increasing the
operations. Therefore, change this project the change leader adopt different behavioral style so
that better leadership is provided to the employees to adapt the change with efficiency (Hsieh &
Liou, 2018).
To maintain and manage the change the change leader of Qantas Airways limited use
driver behavioral change in which change leader use several driving force such as increase
involvement and increase training sessions for developing the new objectives in the year 2016.
Through which forced the employees to use the communication technology so that important
message will be transmitted. The change leader uses this style it is because they are more
motivated and committed towards the goals and objective of airlines. Through this, skills change
leader manage the time and encourage the employees to make more efforts for making effective
decisions about the particular subjec (Gerard & Johnston, 2019)t.

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The estimation and growth of the airlines demonstrate that this behavioral style is
appropriate it is due to the reason because through this in the year 2016 the coordination among
the employees will be increased as well as increase the capability of the employees to increase
the focus cities of the airlines which includes “Cairns international Airport”, “Darwin
International Airport” because of raising the involvement and participation of all the employees
through communication (Nyagadza, Kadembo, & Makasi, 2019).
This also results in increasing the profits and revenue of the airline which includes that in
the 2018, the operation income of the airline was A$1.79 billion and lead in increasing the status
and reputation of the airline by which it can more competent and skilled employees in the
airlines that is in the year 2017 the employees of the airlines was 26,150 employees (Moss,
2019). Therefore, the above description describes that this style is suitable for the present change
management situation it is because this maintain good infrastructure in the airlines and motivate
the employees of the organization. The airline also increases the capability to attract competent
talent in the airlines in the particular task and job position.
Change in technology
Woolworths is the chain of supermarket in Australia which was founded in the year 1924
and serve up to 80% of the market share in Australia. Therefore, the company adopts various
changes for the managers, employees and for other stakeholders so that organization can gain
competitive advantage and increase the profitability as well as revenue of the organization
(Vinayavekhin & Phaal, 2019). Therefore I have observed that to increase the competitive ability
the employees of the organization has to conduct functions with the change in the technology
and change in the procedure of research and development so that they can understand the needs
and requirement of the consumer in more efficient and effective manner. From the year 2015, the
employees of the organization are working with the change because of expanding the company
in the international market and to increase the competitive ability in comparison to their
competitors (Zorbas, et al., 2019). Through the investigation it is demonstrate that change will be
in both positive as well as negative manner because of changing the overall internal environment
of the organization.

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The company adopt the Kurt Lewin’s change model because of moving the technology
and research procedure change through the three steps which includes unfreezing in which I
analyzed that employees of the organization resist the change due to feeling comfortable with the
old ways of working and following the existing procedure of performing the duties (Moss, 2019).
Therefore in this Woolworths create awareness by organizing meeting and training sessions so
that it will come to the changing position. In the year 2016, the employees of the organization
change the overall procedure of research and adopt new behaviors and attitudes to use the new
technology so that effective services are provided to the customers (Nyagadza, Kadembo, &
Makasi, 2019).
In this step organization adopt various strategies to motivate the employees by providing
more rewards and other financial benefits. Further, the analysis described that organization is in
the refreezing stage where stability in the change is maintained by the employees. The
employees provide new ways of doing things because of increase in competition among the
companies and changes in the rules and regulations of the government. These are the key
elements which have observed through investigating the model of change which have worked in
the organization. Through adopting the model of change, Woolworths is expecting various
elements to be change and accepted in the organization so that the overall change which is
planned and given to the employees to be accepted should be achieved (Luck & Atkins, 2019).
The elements include that motivation level of the employees is still low because of providing
performance based rewards through which the average performer who accept the change in
lower term feel dissatisfied.
The other elements such as team work in the organization is also low because of more
workforce diversity which become difficult for the organization to increase coordination among
the different attitudes, opinions and behavior of the employees in the organization. Through this
the profitability of the company in the year 2019 does not increase in the same ratio because of
more innovation done by the competitors in Australia (Jie & Gengatharen, 2019). Therefore, to
overcome this problem the company can adopt The McKinsey 7-S model because in this seven
components of the company is identified which includes style, staff, strategy systems, shared
values, skills, structure and their link between is described. It is because through this company
can understand the overall approach of the change and their suitability (McCredie & Sadiq,

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2019). For the similar change, Woolworths can also adopt ADKAR model in which the
organization can get the answer of different questions which includes need of the change,
knowledge of the change, skills required and sustainability of the change.
Appreciative Inquiry Approach
Westpac Banking Corporation is an Australian bank which provides financial services in
Australia; the company was founded in the year 1817 and provides their services worldwide. In
the year 2019 the revenue of the company was A$22 billion and has employees up to 35,029 (Li
& Wang, 2019). It increases their products and services because of making innovative change in
the organization so that efficiency in internal and external environment will be maintained. The
company changes the channel of communication and overall vision of the organization because
of serving all the market worldwide and due to increasing loyalty among consumers. Therefore,
the company is in the banking industry in which industry use Appreciative Inquiry approach to
understand the current status of the change, reason of positive response and from this evaluating
more so that in future changes will be done accordingly (Khan & Lockhart, 2019).

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SOURCE: (Hsieh & Liou, 2018)
Discover
The investigation demonstrates that banking industry in which Westpac Banking
Corporation adopts the change of communication channel and vision of the organization by
adopting the McKinsey 7-S model (Khan & Lockhart, 2019). This is due to the reason because
by this several aspects of the organization such as style, skills, structure etc which are involved in
the project are identified and coordinated so that proper relation is maintained in the
organization. The change is also made by adopting efficient leadership style in which managers
of Westpac Banking Corporation lead the overall team members in more efficient through which
they participate in change and manage the change in more effective manner.
Dream
The observation describes that Westpac Banking Corporation dream that vision of the
company will be changed in which company will follow all the principles in ethical manner so
that both customers and employees needs served at same time as well as leads in expanding more

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in international environment. To manage and achieve the vision the company increases
involvement and participation in the organization so that more innovative decision will be made
in the particular point of time (Bakir, 2019). This vision will be achieved by investing more on
research and development so that company can understand the strategies and policies of the
competitors so that they can understand the weaknesses of the competitors and increase the
capability to take first mover advantage of the new and innovative technology and services.
Therefore, in the year 2019, the company offers new services and products to the customers who
include consumer banking, investment banking and corporate banking etc (Nyagadza, Kadembo,
& Makasi, 2019).
Design
The investigation examined that Westpac Banking Corporation describes that vision of
the organization is accomplished through using the new change models in the organization which
includes ADKAR and Bridges’ transition model. In this organization can maintain the change
and vision with the skills and knowledge of the employees (Gerard & Johnston, 2019). The
organization also focuses on understanding the needs of the employees so that they feel
motivated and develop innovative ideas in developing the strategies and policies for
accomplishing the objective and mission of the organization. The main strategy of the company
is to make the plans of each project and activity which is maintained so that standards are to
compare the actual performance so that recovery is to be made in timely manner.
Deliver
The company examined that plans will be successful and efficient by maintaining the link
among the procedure structure and vision of the organization. It is because through this
weaknesses and capabilities of the organization of the will be identified as well as results in
providing efficient services to the customers to maintain sustainability by serving the society
people (Luck & Atkins, 2019). For maintaining sustainability company focuses on developing
the policies regarding the environmental protection and for supporting the educational
institutions for providing education to the poor people so that employment is increased in the
economy.

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Resistance to Change
In my opinion nature of resistance of change is because of the nature and attitude of the
employees to resist the change. The change brings the overall change, difficulties, new learning
etc which is become more complicated for the employees. Therefore, it is the main reason to
resist the upcoming change which is made by the organizations. The other reason is the risk of
failure it is due to the reason because future is uncertain and each organization has to conduct
their operations in highly dynamic environment as well as employees are unfamiliar of the
change (Bell & Hindmoor, 2019). The more risk and uncertainty is the main reason through
which the nature of resistance of change by the employees is affected. In my opinion resistance
of change is considered the action which is made through the employees and individuals this is
because when they believe and find that upcoming change will be threat for them and in which
various difficulties is faced by the individuals.
The estimation demonstrate that majority of the individuals does not understand the
change due to several different attitudes, perception and attitudes of the individuals regarding the
particular situation. Therefore resistance is the major as well as most common problem which is
faced by the organization and find very difficult to develop the strategies, policies so that the
change should be managed in efficient manner by reducing the cost and expenditure of the
organization (McCredie & Sadiq, 2019). The resistance of change will be described through
defining the example of the company that is National Australia Bank is one of the leading banks
in Australia because of the market capitalization and due to more number of customers. The
company was founded in the year 1982 and revenue of the company in the year 2018 was
A$19.101 billion. The bank has to face from various forces which includes external forces that is
more competition and because of change in the government policy. The bank requires skilled and
competent employees in the organization (Gerard & Johnston, 2019).
Through this reason the company changes the roles and responsibilities of the employees
so that they become flexible and learn more skills and knowledge of the same department in all
the areas. This change is resist by the employees in the year 2016 due to findings difficulty in
accepting the change because of learning new skills and knowledge to overcome the change (Li
& Wang, 2019). This also dissatisfied the employees in the organization to work with efficiency
and productivity in the organization. In this situation I believe that company can organize the

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training session because of spread awareness among the employees for the change and due to the
reason of change. In this company can also provide the benefits which they can earn from the
change and provide them adequate knowledge and skills about the change which has to be
managed.
It is because National Australia Bank only manages the change by supporting them on
the job and through developing the leader of the group so that they can guide them when
problem arises but awareness and more rewards system can also raise the motivation level of the
employees. The problem can also be managed by organizing regular meetings in which feedback
is taken from the employees regarding the situation and attitudes of the employees towards
change in the preceding year from the change. Through this strategy organization can also
understand the skills and learning of the employees (Coristine, et al., 2019). Therefore, in my
opinion I find it is the major problem of the organization for changing the responsibilities and
duties of the employees in the organization which reduce the efficiency of the employees.