Change Management Report: Barriers, Analysis, and Leadership

This report delves into the realm of change management, examining critical aspects such as change barriers, leadership decision-making, and the application of force field analysis. The report explores various barriers to change, including a lack of communication, insufficient employee involvement, and external factors like government regulations. It emphasizes the importance of effective communication, crisis management, and stakeholder involvement in facilitating successful change implementation. The report utilizes force field analysis to evaluate the driving and restraining forces affecting change initiatives. Furthermore, it provides insights into leadership strategies for change management. The analysis highlights the need for proactive management to overcome obstacles and achieve organizational goals. The report aims to provide comprehensive understanding of how to manage change effectively within an organization, emphasizing strategies and tools for successful implementation.

INTRODUCTION
Change is a inevitable process and every company has to
go through it. There are various ways through which
company can adopt these changes and make effective
strategies for the growth and development of business
for a longer term. The main purpose of any organisation
is to sustain a higher position at market place. Change is
needed to fulfil the dynamic needs as well as demands of
individuals. Various impact of change and how it can be
managed are discussed in this Presentation

Table of Content
•P4 State different change barriers & determine
the influence of leadership decision-making
•M3 Force field analysis to determine the various
sources and resistors of change.
•D2 The use of force field analysis

P4 Change Barriers
•Lack of Communication strategy: Another most important
barrier to change is the lack of communication from the top
management to lower level management and employees. If a
company will not describe the reasons for change to its
people and employees then they might end up making big
mistakes as the employees and people within organisation
would not be convinced and they will resist the change.

P4 Change Barriers
•Lack of Employee Involvement: A company cannot
implement any sort of change within itself, if there will be no
participation from the most important element of the
organisation that is, the employees. Employees are the main
working force of the company and they are responsible to
take company forward by enhancing its productivity as well
as profitability.

P4 Change Barriers
•Government: The government is also one of the
change barriers for the company. If Marks and Spencer want
to implement change in the company, it has to make sure that
various rules and regulations are properly followed by the
company otherwise there may arise legal complications
which will indeed halt the process of growth for the
company going forward

Some Other Change Barriers
•Lack of support from lower level
management
•High Cost of Change Implementation
•Time Consuming Process

Methods of Managing Change
•Crisis Management: Organisations should also know the various
tactics of managing the company in the event of crisis and emergency.
•Communication of Change: Change shall be communicated to the
people who are going to be affected by the same in a proper and
effective manner.
•Involvement of Stakeholders: If all the stakeholders will be
communicated about the change and they are also involved in the
process then they will help company in adapting to that change.

M3 FORCEFIELD ANALYSIS
Force field analysis is an improvement in sociology. It
provides a system for taking a gander at the elements
that impact a circumstance. It takes a gander at powers
that are either driving development toward an objective
or blocking development toward an objective. This rule
is created by Kurt Levin.

M3 FORCEFIELD ANALYSIS
The thought behind force field examination is
circumstances are kept up by a harmony between
powers that drive change and others that oppose
change. For change the main impetuses must be
reinforced or the opposing powers debilitated.

D2 USE OF FORCEFIELD
ANALYSIS
By utilizing power field investigation change
administration apparatus ahead of schedule in the
change administration process it encourages us to
weigh up the 'for's and against' and the significance
of these variables to choose whether an arrangement
merits executing.

Techniques of leadership for
change management

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