MBA Assessment 2: Drax Company Integration and Change Report

This report critically analyzes how Drax can effectively integrate Drax Technology and Drax Services, considering their differing cultures and leadership styles, to support future plans. The report explores the organizational culture using the cultural web framework, examining stories, symbols, power structures, organizational structures, control systems, and rituals. It also analyzes the power dynamics and politics within the company, highlighting the need for a shared leadership model to balance exploration and exploitation. Furthermore, the report examines agile ways of working and change management strategies, utilizing the Change Kaleidoscope and Kotter's 8-step change process as diagnostic tools. The analysis includes recommendations for improvement based on the conclusions drawn, aiming to facilitate successful change implementation and enhance Drax's market position through technology integration and innovative service offerings. The report emphasizes the importance of adapting leadership styles, fostering a positive organizational culture, and embracing agile methodologies to achieve the company's strategic goals.

Running head: MANAGING ORGANIZATIONS AND LEADING PEOPLE
MANAGING ORGANIZATIONS AND LEADING PEOPLE
Student’s name
University Name
Author note

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MANAGING ORGANIZATIONS AND LEADING PEOPLE
Executive summary
The purpose of this report is to analyze the organizational culture. It analyzes the cultural
webs of Drax services, Drax technology and reintegrated company. The report shows the ways in
which the dimensions of the web would influence positive culture in the company with the use of
integrated and emerging technologies successfully. The report analyzes the power and politics of
the company and analyzes the ways in which the leadership styles and approaches are distributed
between the Drax services and Drax technology. It analyzes the need for a shared leadership
model and the need to achieve a balance between the exploration and exploitation of the
company. It analyzes the needs and benefits for agile ways of working in the company. It
explores the needs to exploitation and exploration in the business organization. It analyzes the
Drax services and Drax technologies with the use of change Kaleidoscope as a diagnostic tool
and with the use of Kotter change management model; it shows what Drax needs in order to
successfully implement the change procedure. Lastly, the report concludes the report and
provides recommendation for improvements on the basis of the conclusion formed in the report.

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Table of Contents
Introduction......................................................................................................................................3
Analysis...........................................................................................................................................4
1.0 Organizational culture...............................................................................................................4
2.0 Power and politics......................................................................................................................6
3.0 Agile ways of working...............................................................................................................8
4.0 Change management................................................................................................................10
4.1 Change Kaleidoscope..............................................................................................................10
4.2 Kotter 8 step change process...................................................................................................12
Conclusion.....................................................................................................................................13
Recommendations..........................................................................................................................14
References......................................................................................................................................17

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Introduction
The aim and objective of the report is to critically analyze, evaluate and synthesize the
ways in which the company Drax might be able to effectively integrate the Drax technology in
the Drax services in the business organization in the given business variations and differences of
the business culture and leadership in order to support the future plans of the company. It is
required by the business organization to effective organize and management the process of
change in the organization. The report determines the ways and the stages in which the company
will be able to gain back its market position and acquire market share. The company has
recognized that in order to remain competitive in the market, they need to innovate and have a
better understanding of the customer profile, their needs and preferences. Therefore, the primary
objective of the report is to analyze the ways in which the company will be able to better harness
the advanced and emerging technologies including the Internet of Things, the Artificial
Intelligence and the Machine learning which will enable them to create better and bring in new
innovative products and services for the customers in the market. This will in turn enable the
company to gain market share and increase the customer base in the market. The report analyzes
the cultural web of the integrated company in which it would influence the culture positively. It
analyzes the power and politics of the company through share leadership style. It analyzes the
needs and benefits of agile ways of working in the Drax Company. It determines the change
management of the company with the use of change Kaleidoscope as diagnostic tool and Kotter
8 step change process. Lastly, it concludes the assignment and provides recommendations and
improvement based on the conclusion.

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Analysis
1.0 Organizational culture
The cultural web implies aligning the cultural of the organization along with the strategy that is
to be implemented. Cultural of the organization must be focused on during the periods of
organizational change. According to Hewison and Holden (2016), in many cases the existing
culture becomes inappropriate due to organizational change and hence it might be hindering the
change implementation process. Therefore, the cultural web developed by Gerry Johnson and
Kevan Scholes in the year 1992, can help businesses to expose the cultural assumptions, rituals
and practices and organizes the work in alignment with the organizational elements with one
another.
CULTURAL WEBS Drax services Drax technologies Reintegrated company
Stories Stories of successful
events of the company
are shared with the
employees who are
passed on to the new
employees.
The Drax technologies
Asset where, amisafe,
AMX and SafeVue and
their details are shared.
The stories and success
events of the company
are kept alive as it
reveals much about the
values of the company
that can b applied in the
company. This is an
important factor for
reintegration of business
organization (Hewison
and Holden 2016).

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Symbols The Drax service
company logo is used as
a recognizable
expression for the
company.
Each department has
uniforms with the logo
(Bell et al. 2014).
The printed logos on the
uniforms of the
employees, the
corporate building of
the company, cars, dress
code and the languages
are used as recognizable
expressions for the
reintegrated company.
Power structure Drax services focus on
building capabilities
through shared
leadership styles.
Rewards and goals are
provided (Thomas
2015).
The employees are given
rewards for better
performance and penalties
for misconduct.
The reward system of
the company to goals
and objectives, level of
corporation among the
company will influence
positive culture in the
company.
Organizational
structure
Transactional leadership
approach is
implementation.
The structure of the
company must be flexible
with decision making and
initiate effective
communication (Thomas
2015).
The company focuses
on increased levels of
collaboration and
corporation along with
the flatter organizational
structure. By
maintaining a focus on
reintegration the
company can influence
positive culture within

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the organization.
Control systems The performance of the
workers is measured
with KPI.
Ensuring strategic human
resource management team
(Bell et al. 2014). The
employees of the
departments need to follow
certain compliance
standards and procedures.
This is ensured by the
human resource
department of the
company (Hewison and
Holden 2016).
By measuring the
performance of the
employees with the use
of KPI and other
indicators, it can instill a
culture of rewards and
incentives which will
further influence
positive culture within
the business
organization.
Rituals and routines Focus on training and
development.
Transactional leadership
style is implemented for
Drax services.
Predicting and analysis the
customer needs and
employee demands.
Transformational
leadership style is
implemented for Drax
technology.
Having a multi-skilled
team that offers
knowledge and
experience by
demonstrating the value
of money. They need to
further prioritize the
diverse needs of the
staffs, visitors and
patients (Bell et al.
2014).

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Analysis of cultural web
Figure 1: Diagram of Cultural Web paradigm
Stories and myths- In order to influence the culture of Drax Company the past stories of success
can be passed on to the new or the existing company. The success stories and shared beliefs of
the employees will reveal much about the company (Hewison and Holden 2016).
Symbols: The company logo being imprinted on the uniforms of the employees, company cars,
the technologies are to be used as symbols as a recognizable expressions for the company. The
dress code, languages used can influence positive culture in the company (Bell et al. 2014).

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Power structure: the managers and leaders of the organization who are considered to be
powerful people of the organization have a direct influence of the subordinates and also on the
core assumptions and ideas within the organization.
Organizational structure: The company structure includes hierarchical composition. Proper
delegation of authority and responsibility in the company will influence positive culture.
Control systems: The use of transactional and transformational leadership style is implemented
by the company. The shared leadership approach, the system of rewards, promotions and
incentives will promote a positive culture in the company and transition effectively (Thomas
2015).
Rituals and routines: the facilities for training and development and other events in the
organization such as employee engagement programs will influence positive culture in the
company.
From the above analysis, it can be said that the company has a strong corporate culture
within the business organization. The power structure of the company consists of powerful
people and able leaders and managers along with rituals and routines such as the employee
engagement programs, facilities for training and development. This ensures that the company has
the ability to transition innovatively with the use of advanced technology like artificial
intelligence and machine learning. However the hierarchical structure of the company might be a
challenge for the company to implement new technology. Therefore, shared leadership style
must be implemented. This will enable the company to transition in an effective manner.

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2.0 Power and politics
Drax UK company has currently implemented a transactional style of leadership
approach for Drax services which implies that the company does make use of rewards and
penalties in the business organization which positively influences the organizational
environment. According to Ruggieri and Abbate (2013), the company needs to implement
strategies to exploiting the existing resources of the company in an efficient manner. The staffs
and employees of the organization are given training and development opportunities to as to
ensure that they provide the service efficiently to the customers. On the other hand, Drax
technology, transformational leadership is implemented in Drax technology; the leaders of the
company inspire and keep the employees motivated (McCleskey 2014). The employees are
allowed to take ownership and independence in the workplace which may positively impact the
change management process.
Considering the above mentioned power and politics that is prevailing in the business
organization, the company needs to set new goals and objectives. According to Ruggieri and
Abbate (2013), they need to set objective move forward with the desire to integrate the services
and technological aspects of the company. New type of leadership style is required to be
implemented by the company in order to initiate change. They need to gather the data that is
required to be on time at the required place in order to proper integrate the operations of the
business organization. Drax Company needs to maintain a balance between the transactional and
transformational style of leadership in the company. As stated by Nanjundeswaraswamy and

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Swamy (2014), it needs to focus on visionary. This is important for the company to achieve
ambidexterity in the organization. By achieving the ambidexterity of the company, it can
improve the stability of the company and positively influence change.
It was mentioned by Markides (2013), the company can maintain the balance between
transactional and transformational leadership style. Both must be complementary to each other.
With the use of distributed leadership style and by implementing this approach the company will
be able to positively influence change and incorporate positive environment. Drax Company
consists of multi skilled labors, which implies it can handle new and advanced technology with
training (Lin et al. 2013). Strategies can be implemented by the company needs to explore the
possible opportunities that are prevailing in the external and internal business environment. It
was argued by Turner, Swart and Maylor (2013), the employees of the organization need to be
provided with adequate training and development opportunities so that they have enough
potential for performing the tasks and achieving the goals and objectives o the business
organization. As per Lin et al. (2013), they need to focus on the selection of leaders for various
other departments, the maintenance team, designing team and the other departments of the
organization. It can reconstruct the structure of the organization; this strategy will influence
positive culture and impact the change management process. By engaging with the external
consultation will facilitate the company can restructure the company in relation to the change
management. According to McCleskey (2014), this way it can integrate the advanced and
emerging technologies in the business organization.
3.0 Agile ways of working
Theoretical perspective

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It was mentioned by Campanelli and Parreiras (2015), Agile working in considered to be
the way in which the company empowers the employees and staffs of the organization to work in
the way that is desirable by the management of the organization. It is the opposite of flexible
working environment and minimum constraints. This will enable the employees to optimize their
performance and enable them to do their best work. This is the need of agile working situation in
the organization. However, it can lead to misunderstandings and it limits the scope of creativity
and innovative ways of performing the job and the operations (Fitzgerald et al. 2013). The agile
infrastructure comes along with the willingness and the ability to deploy them immediately.
Suitability of Agile ways of working for Drax Company
It was argued by Serrador and Pinto (2015), the agile system of working may only be
suitable for Drax while implementing new changes in the organization such as the structure and
the new emerging technologies like the internet of things, machine learning and artificial
intelligence. It gives importance to the change. The agile adaption is suitable for adapting
significant changes in the business environment such as increased level of competition in the
market, emergence of digital technology. This is highly required in the market situation which is
highly dynamic. Adapting to it may enable the business organization to survive in the highly
crowded market place.
As per Fitzgerald et al. (2013), the agile working environment may not be suitable
for the business organization as currently the business in need for radical or disruptive
innovation. It requires incremental innovation by optimizing the existing business models and
the new business model innovation. Therefore, the business organization needs flexible working
environment, where the employees and staff of the organization will be given opportunity for

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creatively performing the job and implement new ways and techniques of performing the jobs.
The culture of the business organization is experimentation, undertaking risks and accepting
failure (Serrador and Pinto 2015). They are currently in need for focusing on learning and
experimentation. The goal of the business organization must be creating new market
opportunities by offering to the customer with new and innovative products and services. Along
with the existing and the adjacent market, the business organization needs to create and discover
new opportunities (Campanelli and Parreiras 2015).
Therefore, from the analysis, it can be said that the agile working conditions may not be
suitable for the company as the company requires high level of flexibility in the structure of the
company. It requires the business organization to delegate authority and responsibility to the
employees in order to initiate change and implement transitive innovatively.
4.0 Change management
Theoretical perspective
Change management in a business organization helps to guide, prepare, equip and
support the employees and the individuals of the company to successfully adopt the change in
the business organization and help to drive success and positive outcome for the business. The
process of change management provides a structured approach for guiding and supporting the
employees to move from one state to their future state. It involves creating a plan in order to
ensure that the employees receive the awareness, coaching, training and leadership for the
purpose of initiating change(Pollack and Pollack 2015).

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4.1 Change Kaleidoscope
Theoretical review
Change is a crucial part for every business organization in order to survive in a highly
dynamic and ever changing business environment. Change Kaleidoscope is a method for
arranging the extensive variety of logical highlights and choices that is required for the thought
and change (Mitchell 2013). The contextual features of the organization as such the time, scope,
diversity, preservation, readiness, power and capability are considered for determining the areas
to be focused on while implementing change in the organization.
Time: The Company aims to achieve the strategic aims of significant growth by bringing in
innovation and new products and services in the market in the next 3-5 years in the current,
exiting market. It is concerned with the long-term strategic development (Mitchell 2013). The
stakeholders of the organization expect a short term results from implementing the change in the
organization.
Scope: the scope of the change in the organization is to maintain its competitiveness in the
market, along with new panel manufacture entrants. It aims to grow and expand by focusing on
the need to innovate its products and services and have a better analysis of the needs and
preferences of the customers as well as the potential stakeholders of the company (Mitchell
2013).

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Preservation: Implementing change in the organization is a continuous process, it requires
constant monitoring and supervision to ensure that the change is efficiently implementing.
Therefore, the practices and policies of the company must be in continuity (Mitchell 2013). The
change policy and procedure contributes towards valued stability or identity in the company.
Diversity: the company has proven to be a strong partner; it integrates and brings together
different multi-skilled team which varied culture which offers the company with knowledge and
experience by working on different sites (Cameron and Green 2015). There is a diverse need of
the customers, patients, visitors and staffs and it demands fire safety as their highest priority.
Capability: the employees and staff of the organization need to be given opportunity for training
and development for effective implementation of change in the company. Training is required for
effective handling of machinery and technology since the company operated in a traditional,
labour intensive manner previously (Pollack and Pollack 2015).
Capacity: the company has sufficient liquidity and cash in hand for driving new innovation and
implementing change in the company. However, the resources need to be allocated effectively.
Readiness to change: effective communication is required for implementing change, the
employees and staffs must have adequate information about the type of change required and they
are needed to be motivated towards the change. This will help in overcoming obstacles in
implementing change (Pollack and Pollack 2015).
Power: The support of major stakeholder within and outside the organization is required for the
change to be successful. Hence, their support must be canvassed, they must be informed and
communicated about the change and their suggestions must be considered(Pollack and Pollack
2015).

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4.2 Kotter 8 step change process
Theoretical review
The Kotter change management is used by the company to project the requirements of the
company to ensure that the change is implemented in each step successfully. According to
Kappen and Nacke (2013), the model helps an organization to improve the ability of the
organization to change and increase the chances to success. The change success factors are
important for the implementation process.
A sense of urgency: A sense of urgency is a powerful tool that can be implemented by the
company in order to continue to move faster with the process of implementing change. It is the
responsibility of the management control system which serves as a critical purpose (Calegari,
Sibley and Turner 2015).
Build a guiding coalition: The Company needs to make a team consisting of effective change
leaders including the key stakeholders of the company considering their commitment and
involvement in the entire process of implementing change. The change coalition would be
working as a team (Matos Marques Simoes and Esposito 2014).
Developing a vision and a strategy: The Company needs to determine the core values by
effectively describing the vision and mission of the organization. By analyzing the change
required, the company must develop the vision for change and implement the strategy
accordingly (Vora 2013).
Communicating the vision: The Company needs to ensure that the change leaders must
describe the vision to the employees in an effective manner so that they can easily follow the

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change process. The issues and concerns of the employees must be dealt with honesty and by
continuous involvement.
Removing obstacles: The implementation process involves various obstacles and hurdles. It
also involves resistance to change among the employees and therefore the organization, needs to
overcome such obstacles by effective communication and involvement (Kappen and Nacke
2013). The company can provide rewards for endorsing and supporting change and its process.
Create short term wins: The Company can create short term wins, by setting short term targets.
The short term targets must be achievable and measurable; this will reduce the possibilities of
failure.
Consolidating gains: The Company can organize rewards for employees and staffs involved in
meeting the targets. This will enable continuous improvement by analyzing the short term wins
and improving the individual experiences(Vora 2013).
Make it stick: The successful stories of the company need to be shared among the employees. It
must be ensured that the change becomes an integral part of the company and must be a part of
the culture. It needs to support the employees towards initiating change(Vora 2013).
Conclusion
Therefore, from the above analysis it can be concluded that the main objective of the
company is innovate the products and services provided to the customers and have a better
understanding of the customer’s needs and preferences. It has been analyzed that the
organizational culture is to focus on building capabilities through shared leadership styles. The

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company implements rewards and penalties for achieving the preset goals and objectives of the
organization and impose penalties for not achieving the targets and goals of the company. The
performance of the staffs and the employees are measured through key performance indicators.
The report has analyzed the cultural webs for Drax services, Drax technology and reintegrated
company. The power and politics of the company has been discussed in the report. It has been
analyzed that the company is in need to maintain a balance between the transactional and
transformational type of leadership. The agile ways of working has been describes in the report.
The agile ways of working implies working in an environment that is desirable by the
management of the company. The agile ways of working enables the employees of the company
to perform the job as per the needs and requirements of the business organization. However, the
agile working conditions might not be suitable for the Drax Company, as it plans to innovate the
products and services in order to meet the needs and requirements of the customers. For
implementing change in the business organization, the business and its departments needs to be
highly flexible due to the changing business environment, the external and the internal factors.
The change management of the business organization has been described in detail in the report.
The time, scope, preservation, diversity, capability, capacity and readiness to change has been
described under the change Kaleidoscope model under change management.
Recommendations
As per the conclusion, the company needs to implement a transactional leadership style
as well as transformational leadership approach and maintain a balance between the two. It
implies that the business organization needs to implement a shared leadership approach. By
implementing a shared leadership approach, the company will be able to focus on building

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capabilities. It is also recommended by Hayes (2018), that the leaders and managers of the
company must provide adequate support and guidance to the staffs and the employees for
initiating and implementing change in the business organization. It needs to mainly focus on
implementing change. For implementing change, the company needs to effectively communicate
with the external and the internal stakeholders of the company and encourage their involvement
in the process of implementing change. The company needs to achieve its vision that is
integrating the advanced technologies like internet of things, machine learning and artificial
intelligence especially for Drax technology (Mitchell 2013). This will enable the company to
implement change within the timeframe that is five to six weeks. The Company is recommended
to focus on achieving ambidexterity, transformation of leaders and transformation of operations
in the business organization. Further, for achieving ambidexterity the company needs to maintain
a balance between the transactional and transformational leadership styles. The company needs
to have a change in the organizational structure and the organization culture (Kappen and Nacke
2013), the management needs to instill change and motivation as the culture of the company; this
will positively affect the organizational team, individual levels. There are various obstacles that
can be faced by the business organization in the process of implementing change. Therefore, it is
required by the business organization to overcome the obstacles by overcoming employee’s
resistance to change, encouraging employee engagement and involvement programs. According
to Pollack and Pollack (2015), the company needs to focus on the resources and the skill set of
the employees within the company. Which implies that the company needs to exploit the existing
talent and resources in an efficient manner? Moreover, As stated by Plaister-Ten (2013), the
company needs to communicate across departments both internally and by extension in order to
assist externally. It can consider the use of automatic scheduling of maintenance and improve the

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response time to the clients. With the use of computerized systems the company can report to the
central panel which in turn will help to communicate with the employees with the dashboard at
Drax. Lastly, it needs to use innovation to offer products and services which are relevant and are
appealing to the clients.

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