Icon College HND Business Unit 17: Leading Change Report

This report delves into the crucial topic of understanding and leading change within organizations, specifically focusing on the context of Mark & Spencer. It begins by defining organizational change and emphasizing its importance in today's competitive environment. The report then explores various leadership approaches essential for navigating change successfully. These include the laissez-faire approach, where employees are given decision-making autonomy; the participative approach, which involves employee input in problem-solving; and the autocratic approach, where leaders make decisions independently. The report highlights the significance of selecting the appropriate leadership style based on the organization's needs and the nature of the change. The conclusion reinforces the necessity of adaptability and strategic planning for organizational growth and success. References to relevant academic sources are provided to support the analysis.

U N D E R S T A N D I N G A N D
L E A D I N G C H A N G E

COVER CONTENT
• Introduction
• Leadership Approaches to deal with change
• Conclusion
• references

INTRODUCTION
• Organizational change means any modification or alteration in overall working environment. In
other words, it can be said that if an organisation is affected by any internal or external force, is
known as organisational change. It is one of the necessary process in this competitive working
culture. Organisational change affect the working of an organisation. An organisation must
create ability to modify by changing its strategies, policies, structural relationship and working
climate. Furthermore, modern corporates are versatile, dynamic and easily adapt changes. This
PPT reflects on leadership approaches to deal with organisational change

DIFFERENT LEADERSHIP APPROACHES
• In changing environment of organisation, responsibilities of a leader is considered as most
important aspect for an organisation and also for their employees. Along with this, success rate
of change taking place in organisation is completely depends on the approaches of a leader and
also on the styles used by them to handle problems and issues their organisation facing while
the time change. The leadership approaches that leader of Mark & Spencer can adopt at the
time of organizational change are as follow :-

CONT.…
• Laissez–Faire : This is a type of leadership which leaders of Mark and Spencer can adopt, and
is also known as delegative approach of leadership. In this leader of Mark and Spencer use to
take their charge back and use to give rights to their employees that they can take decisions.
This approach is helpful in a working environment where work force is full of employees who
are good skilled and also have proper knowledge. Also, this approach of leadership is effective
for leader of Mark and Spencer in conditions when the change which is introduced in
organisation is not so big and their staff is very much capable to understand and implement that
change in their working style with an effective.

CONT.…
• Participative : This is type of leadership which is very much effective in huge organisation like
Mark and Spencer. As in this, leader of Mark and Spencer use to understand the problems and
issues faced by their employees at the time of change and also use to take suggestions from
their employees that what steps they have to take so that solution of problem can get find. After
which, the final decisions will take place by leader according to the suggestions given to them.
Also, this leadership approach will help them in increasing the interest of their employees in
organisation and it's change, so that they can give their best to attain the change introduced by
leader.

CONT.…
• Autocratic : This a leadership approach which is via versa of participative. This is a type of
leadership approach, in which leader of organisation use to take all the required decisions for
their working and functions. In this, leader of Mark and Spencer use to take decisions which
are good for their organisation by their own and do not use to take any type of suggestions
from any one. In this, they do not consider any type of suggestions made to them or do not
allow any one to take participate in decision making.

CONCLUSION
• From the above mentioned report it has been concluded that that changes in organisation
cannot be avoided, neglected and are very essential for the growth of the company. It depends
on the managers and leaders of the organisation that how to react the changes. Their may be
either negative or positive impact on the company so, they should focus on making alterations
in the processes which will further benefit towards the success and growth. Along with this,
while formulation of strategies the structure of organisation should be kept in mind.

REFERENCES
• Blewitt, J., 2012. Understanding sustainable development. Routledge.
• Brown, B. C., 2012. Leading complex change with post-conventional consciousness. Journal
of Organizational Change Management. 25(4). pp.560-575.
• Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
• Foltin, A. and Keller, R., 2012. Leading change with emotional intelligence. Nursing
management. 43(11). pp.20-25.