Leadership Strategies for Change Management at House of Fraser

This report examines change management within the context of House of Fraser, focusing on the barriers to change and the influence of leadership decision-making. It explores various factors, such as workforce engagement and planning issues, and utilizes the force field analysis model to identify forces for and against change. The report then delves into the implementation of different leadership approaches, specifically transactional and transformational leadership, to deal with organizational change. It evaluates the effectiveness of these approaches, concluding that transformational leadership is best suited for proactively motivating and inspiring employees to embrace necessary modifications for long-term business success. The report references relevant academic literature to support its analysis.

Understanding and Leading
Change
(TASK 3, 4)

Table of Content
• Introduction
• P4 Different barriers for change and determine how they influence leadership decision-
making
• P5 Implementation of different leadership approaches to deal with change in organisation
• Conclusion
• References

Introduction
Change is the process in which relevant way
of conducting operations gets changed with
some other operation. It is important and
significant for manager to understand and
evaluate changes in effective manner. In
order to understand and determine policies
through which operations are conducted with
understanding outcomes of change. If change
in due to some external factors, then proper
planning is required to deal with it.

There are many issues which arise while working and implementing changes in organisation
such as lack of work force engagement, training cost, improper planning, etc. so it is
responsibility of managers of House of Fraser to evaluate it and get positive influence with it.
Change have impact on leadership and decision making in House of Fraser as well.
P4 Different barriers for change and determine
how they influence leadership decision-making

Lack of workforce engagement- There is requirement of change in working operations
because of opening of new outlets as mini luxury chains, then there are possibilities
that workers are not ready to change heir working style.
Improper planning- Launching new mini luxury stores is time consuming process and
there is requirement of huge investment. If operations are not planned properly, then
positive outcome can not achieved.
Continue….

In order to understand barriers which affects launching
of mini luxury outlet OF House of Fraser, force field
analysis model is used. In this model, forces are
divided into parts ie. Forces against change and force
favouring change.
Continue….

Forces against change
Increased cost- There is increment in cost
of launching new outlet as luxury store, so this is
major issue which is against implementing
changes.
Change in market trends- There is regular
change in trends of consumers because of
dynamic business environment.
Continue….
Forces in favour of change
Maintaining good image in mind of consumers-
There is requirement of maintaining good brand
image in industry and among consumers which can
be possible when managers of House of Fraser
change their outlet infrastructure and come with
come with some new approach.
Competitive advantage- With improving
infrastructure, managers of House of Fraser are able
to achieve competitive advantages because they are
coming with new and relevant approaches.

Analysis of influence lead by driving and resisting force on
decision-making.
Driving force that support the change made by House of Fraser includes the better
competitive advantage and enhanced opportunity for growth tighter with better
management of people. Theses driving force lead to an impact and influence on decision
making of House of Fraser as it created a pressures on this organisation to form better
strategies and policies that support its change and modifications in structure and process to
yield better advantages for overall organisation. Further, timely training and development
programmes are also needed to have better management of people and workforces.

Leadership is an activity by which is beneficial to make change and mortifications as they have the
capability of inspiring and convincing individual to adopt the modifications. Those regions which are
arised under leadership are devising consciousness about the modification by offering learning and
training, tools and techniques to administrate and monitor change.
P5 Implementation of different leadership approaches to
deal with change in organisation

It refers to a responsive style and approach of leadership which consider formal framework of the
company and believe in encouraging employees by rewarding them for their good performance and
punishing them for bad execution. This style is known as telling style in which the workforce follow the
instructions which are provided by the leader and management to them.
Transactional leadership

This sort of leadership are concern with those style which is proactive in nature as it mainly centring over
motivating, encouraging and inspiring manpower by creating an example among employees. Due to this,
it help leaders to acquire such personnel who are able to put best effort for an accomplishment of
business goal. Along with this, transformational leadership can be implied at any level, division,
departments of an organisation as their main aim is to improve the skill of each individual in an
impressive way.
Transformational Leadership

From the above information, it can be analysed that in current era, the requirement of
modifications has become most important for the effective running of the business and
survive of sustain in the competitive business market till long term. There various
drivers of change and they create impact in diverse manner upon individual and team
behaviour or decision making.
Conclusion