Leadership, Change, and Development in Organisations: LSBM102 Essay

This essay delves into the multifaceted realm of leadership and management, examining various leadership styles and their practical applications within organizations. It explores the transformational and transactional leadership approaches, highlighting their strengths and weaknesses in motivating staff and driving organizational change. Furthermore, the essay analyzes the Vroom-Yetton decision-making model, offering insights into different leadership styles based on situational contexts. It also investigates the importance of leadership development programs, particularly for women and BAME staff, and addresses the implementation of change management models, specifically Kotter’s 8-Step Change Model, to foster organizational growth and innovation. The essay uses Primark as a case study to demonstrate how leadership can be used to implement changes in business. The document provides a comprehensive overview of key concepts and strategies for effective leadership and management within contemporary business environments.

Essay

Table of Contents
INTRODUCTION...........................................................................................................................3
LEADERSHIP STYLE ..................................................................................................................3
Leadership style for motivating staff and encouraging staff to embrace significant change......3
Leadership style...........................................................................................................................5
LEADERSHIP DEVELOPMENT PROGRAMME FOR WOMEN AND BAME STAFF .........7
Use of leadership development programmes for staff.................................................................7
Reasons for having women / BAME-centred development programmes....................................8
CHANGE LEADERSHIP ...........................................................................................................10
Kotter’s 8-Step Change Model..................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
Leadership is considered to be one of the favourable aspect with regard to every organisation that
is aiming for a good development of a long run. Leadership will make things possible and will
also enable different employees of the organisation to stay motivated and dedicated towards the
policies of work the organisation is dealing with. Leadership will help the team build their
strategies and will also train them accordingly towards achieving the goals and objectives of the
organisation in the stipulated time. A leader is responsible to bring about the prospects of change
in all the employees and will have to drive the forces and brainstorm ideas such that the best will
be picked from the lot that are generated from the crew or the team in order to build the assets of
the organisation (Till and et.al, 2020). To deal with leadership and management there are a lot of
strategies that are incorporated and theories that are to be studied. The different styles of
leadership and management along with the theory that are involved in it will help to portray the
entities that are to be carried forward in the organisation for further terms and policies. The entire
report will deal with leadership and management and that which is oriented with regard to
different theoretical practices and the practical approaches that are usually seen in an
organisation. The organisation is engrossed with definite strategies and policies which are
necessary to be incorporated and to initiate this set of entities it is required to develop the team
and that can only be possible with a good leadership. The entire report will portray the
circumstances and the change in leadership strategies which are discussed in depth.
LEADERSHIP STYLE
Leadership style for motivating staff and encouraging staff to embrace significant change
Primark that is one of the well-known fashion retailer wants to bring innovation within business
by making some changes or providing customers products online. By developing a leadership
program, changes can be implemented in an effective manner (Buil, Martínez and Matute, 2019).
It is found that due to Covid-19 pandemic, it has closed many of its stores and now facing
problems in attracting customers and selling products. For attracting customers and regaining
image in the market, it requires managing talent within business and for that it is important to
make use of an effective leadership style. Leadership refers a process of leading or managing
employees and when employees are being lead with an effective leadership style then they
become loyal and find easier in performing functions in a effective manner. Primark can

implement changes and can make an effective position after this pandemic by making use of
effective leadership styles such as:
Transformational: It is an effective theory of leadership where a leader works collaboratively or
closely with team members in order to identify changes. The main aim of transformational leader
is to create a vision by which they can guide the change through inspiration, guidance and can
execute the change within business in an effective manner. It is one of the best and effective
leadership styles of bringing changes within team and motivating them towards accomplishing
goals by adapting change with effectiveness. There are 4 factors of this leadership style such as:
inspirational motivation, influence, individual consideration and intellectual simulation. As per
this, it can clearly be said that this is the style by which leaders motivate employees and
encourage them towards accomplishing goals of company that it has pre-determined and wanted
to achieve (Eliyana and Ma’arif, 2019). Talent management or retention of skilled employees
within business is the main key of growth and success of companies because employees are the
one who perform all activities of company and provide qualitative products. Employees within
organization sometimes face problems in performing functions and they become frustrated when
they are asked to work under pressure as per the changing requirements. But leadership is the
one that can help employees in performing their functions.
When transformational leader understand needs of employees and collaboratively work with
team members then it decreases errors and lead improved productivity. One of the main
characteristic of transformational leader that can definitely help Primark in becoming the market
leader and implementing successful changes is: an ability to transform others to support each
others. An ability to increase trust, loyalty and encouraging employees to work harder than
originally expected can motivate employees. So, overall it can be said that transformational
leadership is all about inspiration and motivation to employees that is vital for managing talent
and making them able to improve performance and productivity as well (Farahnak and et.al.,
2020). It can help Primark retailer in making an improved position in the market, attracting
customers and providing them products with improved quality and unique design.
Transactional leadership: This leadership involves motivation and directing employees through
appealing to their self interest. Transactional leader is the one who depends on a system of
punishment and rewards as well. This style helps leaders to motivate their followers on the basis
of their performance. When employees improve their performance then they are being rewarded

to motivate and it makes them feel valued. For maintaining discipline and encouraging
employees to improve performance, employees are being punished sometimes as per their
performance (Azizaha and et.al., 2020). This style differs than other leadership styles in both
method and structure manner as well. It is known as telling leadership which means,
transactional leaders tell employees as what they have to do and what are they being expected to
do for accomplishing goals and improving performance as well. In nature, transactional leaders
are reactive as they appeal to the self interest of individuals. Transactional leaders believe that by
providing both rewards and punishment to employees, they can be managed and discipline can
be maintained within business. Employees are less likely to take undue advantages if this style is
being followed. Along with advantages, there are some limitations of this style as many
employees do not prefer and work with this leadership style because they are being punished as
per their performance that makes them feel de-valued and de-motivated. Performance reviews
are known as an effective and the best way to judge employees’ performance and accordingly
they are being either rewarded or punished.
Leadership style
The V-room Yetton decision making model please refer to be one of those leadership theories for
the style that can be portrayed in an organisation such that the organisational development and
therefore we promised. It is a necessity that people will have to come up with the best policy in
times of need and with this particular theory it is a possible aspect that people can get over the
circumstances with certain discussions that can be made (Bhanot, 2018). This particular
leadership style mainly involved group decision which can include all other perspectives and the
best can be picked up from the lot of decisions that are discussed. Decision making criteria is
always a necessity because one may not be able to tackle with the situations that occur all at
once. All that is required is a formulative approach towards the things data hectic in terms of
providing solutions. This particular normative decision making model will come up with the
right answers that can win over the circumstances of critical situations. The level of involvement
of team in this particular approach is said to be immense and also the model identifies different
styles which are categorised into the following five types:
Autocratic Type 1: a completely autocratic style is the one in which the leader which is leading
the entire team will come up with a formulative decision that is required to cope up with the

problem that has arrived. In this method there is no probability of a discussion with regard to the
group since the leader itself well come up with the strategic decision or the implementation.
Autocratic type 2: the autocratic type to decision making policy is seem to be involving all the
followers and deciding upon the choices that are pertaining to a situation (Woods and et.al,
2021). In this aspect the leader whoever is leading the team will rely upon the decisions that are
made by the followers of the team and in return they will frame a combined conclusion to win
over the problem.
Consultative Type 1: in this particular style or an approach the leader will take the ideas as well
as the decisions of its followers but at the end will come up with one frame that is incorporated
by leader itself. There is no group conclusion in this particular leadership. In this aspect the
followers whom the leader is approaching will not be in contact with each other.
Consultative type 2: it is same as the consultative type one approach where the leader will seek
the ideas as well as the prospects of its followers but the difference lies in the approach of its
followers where they will not be in contact with each other.
Group-based type 2: this is considerable e a brainstorming session where the best idea is picked
up. In this regard every member of the team is given an opportunity to come up with their choice
and to express their views and the best will be picked by the leader. There is no kind of pressure
that is exerted on the members of the team and they are free to share the decisions out of which
the one that is being accepted by the entire team or a group will therefore be taken ahead.
This model should be adopted because team work is necessary in order to come up with a good
strategy and it is not until when people discuss in a group or take the initiative based on a
particular formulation that the problems of the strategies of the organisation can win upon. The
organisational objectives can be achieved in no time because people are involved in dealing with
the situation with their probable outcomes and therefore the objectives can be achieved soon.
The kind of behaviour that is to be processed by the members of the team or a leader is to accept
every decision because every decision will count in the discussion that will take place. The result
of this particular theory can evolve into the greatest approach because it is not until when the
members of an organisation or any particular entity will form strategic approach towards solving
problems or reaching the objectives that the get to incorporate the desired results. This particular
leadership style as also kind of one that will motivate people to move ahead with the
organisational policies (Rouhani and et.al, 2018). Leadership style will have to be significant in

the organisation and that is what is portrayed in this particular style. It is necessity that the
members of the organisation will have to interact with each other and that is how the
management will empower staff to move ahead where the policies of innovation. A good
leadership approach will change the entire organisational structure by achieving objectives and
the stipulated time. For this the staff will have to embrace all the challenges as well as the
changes that working in the organisation which can only be possible with effective leadership
style that can be incorporated in the organisation.
LEADERSHIP DEVELOPMENT PROGRAMME FOR WOMEN AND
BAME STAFF
Use of leadership development programmes for staff
Leadership development programs are set to be one of those beneficial aspects of any
organisation that is moving in terms of development (Megheirkouni, 2017). Every organisation is
moving ahead with the principles and its objectives and the one that is required is motivating
staff and employees. Employees are the root cause of every achievement that is linked with the
organisation. Certain choices are to be made and strategies are to be incorporated such that the
responsibility of the management can therefore be divided and the objectives can be achieved in
no time. Leadership development programs are necessary for every organisation to move ahead
with the policies of training that will contribute for development of employees in your
organisation by taking the challenges as well as the targets that are being stipulated by the
management. A leader is associated with the power that can be either positive or negative which
can only be a dependent factor upon how far they perceive things on their own. They will have to
reflect the strategies and will have to try to incorporate them in the team such that they will
develop the skills that are required to overcome challenges (Beauchamp and et.al, 2020). For this
the organisation will have to choose the best leadership development program because it will
have to include all the possible necessities of the organisation by understanding the goals and
also the workforce development. Leadership is necessary to complete project and also to define a
better perception towards goals. An organisation which is striving for excellence will have to
include certain factors in its development program. They are as follows:
Outline leadership goals and objectives: before starting with any training program that is
associated with leadership it is first and foremost task is to define the goals and objectives that
are a part of enhancement of the organisation. Upon deriving the goals and objectives there will

be a perception that is developed in the minds of leaders and they can outline the different
programs that are necessary to be conveyed to its employees. Before conveying the policies of
development in a leadership program the leader will first have to inculcate every necessary
information such that the correct set of policies can be dictated over employees.
Address all types of leadership styles: during the development program while inculcating the
policies amidst of all the employees it is not just towards one leadership style that the leader is
moving ahead but the leader will have to portray different styles that are there. All the employees
in the organisation will not think in the same manner and the same is also portrayed in terms of
leaders where no two leaders go hand in hand with their same decisions. Therefore it is important
to give advice and to train people towards the fact that there are different leadership styles that
can be inculcated for the development processes (Swanwick and McKimm, 2017).
Teamwork and communication: teamwork is one of the essence for every organisation. During
the leadership program the leaders will have to highlight the fact that teamwork is an essential
factor that is to be inculcated in all the employees such that they move ahead in terms of growth
prospects. Teamwork will enable the impossible things to attain results. The issues that are
associated with the organisation or any kind of work that is stipulated in the organisation
teamwork and win over all the atrocities that are in their way. Every leader will have to enhance
team work by guiding them with correct principles and ideologies such that they can come up
with their own ideas and convey them to the leaders for further approval.
Reasons for having women / BAME-centred development programmes
Women centred leadership development programs are an essential aspect for the organisations
(Adams, 2018). There is a kind of development that is oriented where the organisational structure
and that can also be achieved with proper leadership strategies with women centred. There will
be a new policy like that of women empowerment and that can be portrayed in all the
exemptions that are seen in the development prospects of the organisation. A gap that has been
attained by the activities that are portrayed by few organisations by only preparing mail can
therefore be eradicated by involving women in decision making processes as well as in
leadership development programs. The benefits that are associated with having women into this
kind of programs are as follows:
Ideas and strategies: women are no where less when compared to men in terms of coming up
with strategies and that is only a foolish aspect that is committed by few organisations every now

and then by not considering the choices of women. Women can come up with more number of
creative thoughts and ideas and their approach towards different perceptions will vary based on
things they come across. For the organisations that are in a pace of development, women are
necessary to hold the competitive atmosphere that is being attended by different set of
companies. Utilising their ideas can also be one of the beneficial aspect where the management
can move ahead with proactive work strategies. The concept of gender bias can also be
eradicated from the organisation and a positive working culture can be promoted (Stuart and
Wilcox, 2017).
Women are key managers of natural resources: change is considered to be an essential aspect
with regard to every organisation. In a pace of development organisation will have to get
moulded according to the policies of people and their perceptions and it is not until when there is
a statistical approach towards safeguarding its resources that the organisation can step ahead with
different implementations. In this regard to motivate people or to bring about a good change in
the environment of the company then it is necessary to involve women into certain strategic
approaches because women are by nature considered to be the ones that are deeply embedded
into managing the resources as well as to tackle certain situations (van Veggel and Howlett,
2018). The organisational needs as well as the implementation with regard to work for any kind
of strategic business approach for in case of marketing or promotions women play a key role in
determining the standards of the organisation.
Different perspective: when compared to men women are considered to be in a different
perspective and their ideologies are soothing. the decision-making skills of women are
considered to be the ones that will portray and sustainable aspects of the organisation. The levels
of development and the goals that are distinct can be achieved in no time when women are
incorporated in the organisation. One of the foremost criteria that can be portrayed in the
organisation is that there will be positive vibes because women and men working collaboratively
towards the development aspects of the organisation can achieve greater heights (Hallinger,
2020).
Promote equality: the organisation in terms of promoting equality will have to provide the same
set of opportunities for women as well as those that are disabled. When an organisation is doing
this particular aspect then automatically there will be an empowerment that is generated amidst
of all the employees in the organisation. The rights of every individual will have to be enhanced

in the organisation and this comes under the legal policies and the organisation can also move
ahead in terms of competition. When women are equally treated with men then the particular
leadership program in which women are usually involved the people are more likely to
incorporate the policies that are being addressed.
CHANGE LEADERSHIP
Change in an organisation is necessary in order to move ahead with the uniqueness prospect with
which the organisation can stand in the race of being the best competitor. The change in an
organisation can be with regard to products or services and also in regard to the technological
implementations which are regarded to be a necessity. Good change in the organisational
environment will bring about the efficiency in workforce and they can easily achieve the
objectives and the goals that articulated. Change is considered to be one of the most excited
prospect but when going deep into the results it has the challenging aspects that will have to be
pertinent for our long run. Implementing change is a necessity and that can be as follows:
Management support for change: the management in an organisation is more towards supporting
the objectives of the employee is as well as the main aims of the organisation (Donert, 2018).
Employees feel the urge and the need to complete a task or will be in a more interactive manner
to move ahead with the policies of change only when the management is more towards
encouraging them. It is not until when the management moves had with the policies of
encouragement that the employees in the organisation will inculcate the prospects of change.
Case for change: changes not a mandatory unless and until the organisation is moving and
developing ahead with the old policies that are inherited or initiated earlier. Change becomes a
necessity when there is a case to develop the appropriate strategic invasions to reach business
goals and objectives. In this regard organisation will have to plan a bought a case in order to
implement the policies of change.
Employee involvement: whatever kind of change prospect is being identified or being developed
by the management will have to aim for the employees involvement. Employees in the
organisation will have to get involved in the work prospect because it is not until when the
employees in the organisation involved in taking up the test and completing them on time that
the organisation can implement change policies (Willis and et.al, 2017).

Kotter’s 8-Step Change Model
Creating a sense of urgency: the managers of the employees and the organisation will have to
involve themselves implementing the policies of change and will have to consider the sense of
urgency in bringing about the change prospect in the organisation because for an organisation to
move ahead with the growth prospect it is necessary that all the changed transformations will
have to be achieved in no time (McKimm and et.al, 2019).
Form a powerful coalition: a perfect team work will have to be carry forwarded in order to bring
all the components that are required for building change in the organisation. For this the
organisation will have to include the sponsors who will be the overall senior executive for the
responsible change to incorporate along with the guiding team and the change team. The goals
will have to be made clear such that all the team members that are framed will therefore work
together.
Developing vision and strategies: vision is the most crucial aspect for every organisation because
when the organisation is aiming for change it must be particularly oriented with a proper
prospect and that can only be achieved when it is clear about its vision. Creating a sensible vision
as the foremost criteria and the initiation starts from it. The values that are in regard to the
organisation and ideas of the employees will have to be communicated with all the members of
the organisation or the crew that is incorporating the policies of change (Johnson, 2017).
Communicating the vision: communication is regarded to be an effective prospect that is to be
carry forward in the organisation to encourage people and to support different initiatives that are
put forth in the organisation. A proper communication will have to be carry forwarded with
respect to vision and strategies such that the decision making policy can therefore be gratified.
They will have to be a portrait that is to be given to all the employees by the management
regarding the feedback that is being obtained by definite set of consumers but are using the
services of organisation. In other words communication will also deliver the required
information and that can be used by the organisational employees to work for change.
Remove obstacles: there will be many barriers and obstacles in the way of change. The processes
will have to be clear and will have to contain a roadmap such that the policies as well as the
structure can go ahead in a peaceful coalition. This is a requirement where the different barriers
will first have to be clearly understood by the members of the crew that are implementing

change. Then the organisation can move ahead with the processes that are involved to overcome
the barriers and based on that the efficient employees will be taken for rewarding process.
Creating short term wins: when change is considered as one of the project then there will have to
be a short term as well as a long-term goal that is reflected in order to achieve it. It is always an
important and an essential factor to identify the short-term winds and will have to celebrate it at
every instance such that that can drive enthusiasm a midst of all the employees to go ahead with
further action or the implementation of change (Goodall and et.al, 2017).
Build on change: this is a crucial step because whatever kind of implementation that is being
ensured by the team which is working for the Change management will probably and share the
sustainable factors by depicting the efficiency with which they are working continuously. In this
prospect every implementation that is carry forward in order to bring about a change in the
organisation will have to be taken into account such that it can be used for further
implementation policies with a greater improvement.
Anchor the changes in corporate culture: it is not about half hour the organisation of the team
that is constituted in order to bring about a change management is involving all the policies but
the final output will have to be such that change will have to be constant. It will have to be
observed and the values and processes that are involved in it will have to be aligned in a correct
direction. The norms and policies that are involved in it will have to be identified at every step
and the training programs will have to be initiated in order to explain the set of policies that are
incorporated in change management to all the employees (Goodall and et.al, 2017). This will
further enhance the efficiency in case if there is a change management that is to be inculcated in
future.
CONCLUSION
The entire report will conclude upon explaining the different aspects of leadership and
management. Through this report one can easily understand the leadership style for motivating
staff and encouraging staff to embrace significant changes. The leadership style is supported in
this report along with the organisational development which were promised. There are a
necessity features that are included and the types of leadership styles that are categorised based
on autocratic, autocratic type2, consultative type 1, consultative type 2 and group based type 2
leadership styles. through this report the leadership development program for women and being
staff is being highlighted. The use of leadership development programs for the staff which will