Leadership and Change Management Report: IT System Upgrade

This report, commissioned by the CEO, analyzes leadership and change management strategies in the context of a planned IT system upgrade. Task 1 critically examines the applicability of Lewin's change theories, including the Force Field Model and the three-stage change model (Unfreeze-Change-Refreeze), and their use in formulating a change management strategy. The report also explores other organizational change models like McKinsey 7S, comparing them to Lewin's model. Task 2 evaluates and identifies practical steps for managing the IT system implementation, using Kotter’s 8-step change model. The report provides a detailed analysis of change management concepts, types of organizational change, and the importance of leadership in driving successful organizational transformations, aiming to increase productivity and achieve organizational objectives.

LEADERSHIP AND
CHANGE

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1. Change and Change Management...........................................................................................3
2. Types of Organizational Changes............................................................................................4
3. Lewin's Change Model............................................................................................................4
4. Lewin's Force field Model of Change.....................................................................................5
5. Lewin's 3 Stage Change Model...............................................................................................5
6. Other Organisational Change Model.......................................................................................6
7. Comparison of Mckinsey 7s Model and Lewin’s Change Model..........................................8
TASK 2............................................................................................................................................9
KOTLER’S 8 stages of development of organization.................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Change in an organization is the process of improving the organization to increase its
productivity and achieve the organizational objectives with various tools and techniques. There
are several methods which help the organization to analyses the need to change their strategies
and policies so that they can compete in the market and also get core competency in the market
so that they can earn to expected profits and increase the organizational growth rapidly. The
organization also has to understand the need and importance of effective leadership so that they
can increase the efficiency of the workforce in the organization. As change Is the structural
change of the organization, the importance of leadership arises to encompass the changes in the
employees and make them accept the changes to develop their own skills in order to increase the
organization's productivity. The organization have analyze that the business environment is
changing with the growing market and so are the needs and demand of the customers, the
organization have to do analysis of the all the factors so that they can design the better flexible
structure to withstand all the environmental challenges. This study has a detailed information
about hot the organization deal with the change and what steps and methods the organization use
to effectively adapt to the change and increase the productivity of the organization.
TASK 1
1. Change and Change Management
Change
Organizational change is the process of evaluating the market trends and then adopting the new
changes in the organization to improve the organizational structure, technological changes,
change in strategies and management and marketing strategies, which will also increase the
productivity of the organization and also help the organization to achieve its objectives
effectively and efficiently with the improved workforce and new strategies.
Change Management
In order to increase the efficiency of the employees and make them accept the changes the
organization is going through, the organization need to delegate their responsibility to their
leaders and managers in the organization so that they can influence the employees and also

control the skills and techniques used to make the employees accept the changes. (Hussain and
et.al., 2018) As the change management helps the employees understand the need and
importance of organizational changes. The management is also responsible to develop the
employee by implementing the effective communication channels and train the employees so
that they can cooperate in the organizational change,
2. Types of Organizational Changes
Transformational Change
In the changing world of new market demand and supply of the customer the organization have
to analyze the market trends and also analyze the objectives of the organization so that
organization can adopt transformational change as the company is about to launch a new IT
program in three months and the company have to prepare the employee before launching the
program in the market. As by adopting the transformational change the company will increase
their revenue and also increase the effectiveness of consumer retention which is very essential in
the organization. According to the case study the company will have to adopt structural,
technological and transformational changes in order to increase the productivity of the
organization and also improve the knowledge and skills of the employees before introducing the
new It programs in the market. (Yang, 2016)
3. Lewin's Change Model
Kurt Lewin was a German Psychologist of organization and social behavior. Lewin was
born in 1890 in United states. The psychologist had compiled his life researches in three layers
which was applied research, action research and group communication, and he was also known
as the founder of social Psychology as he had developed the organizational theories at very early
period, and he also published a book for organizational development and its methods.
The importance of Lewin's change model for an organization as it provides a better
analysis to understand the nature of problems and also provide the proper process to how the
organization can adopt the new change effectively and efficiency. The analysis provides the
framework by which the organization can evaluate the several factors which hinder the growth of
the organization, as the main function of this analysis is to gather all the driving forces and

restraining forces of the company and calculate which forces are more and then take the decision
if the organization need to adopt the change. (van Dierendonck and Sousa, 2016)
4. Lewin's Force field Model of Change
In this model Lewin’s explained the problems of the organization as different forces of the
organization and have developed a process to analyze the factors that which factor is helping the
company and which are hindering the growth of the organization. The model analyzes the
behavior of the organization with the help of the diagram and evaluate the factors which helps
the organization to grow.
The main function of force field model is to analyze all the employee by their behavior and their
efficiency, as every person in the beginning is motivated and ready to achieve the organizational
objectives but as the time pass there are many external forces which prevent the employee to
reach the organization's objective and the model help to analyze the future behavior of the
employee in order to identify the results that the organization is productive in achieve the
objectives or not. The organization will get information by adopting this model which is the
various skill level of the employees, effectiveness of the organizational structure, and also it will
help in deciding the effective motivation technique to improve the employee's performance.
5. Lewin's 3 Stage Change Model
Lewin also introduces this change model in order to implement the changes in very effective
manner. This model comprises three stage stages process which will help the organization to
analyze the workforce on the basis o this model. According to Lewin this model help the
organization to understand the problems which decrease the efficiency and need to accept the
change and then applying the appropriate change in the organization structure and then making it
concrete so that it doesn't come back to what it was. (Hargreaves and Ainscow, 2015)
Unfreezing
in this stage the management of the organization will make understand the need of adopting the
change in the organization, as many employees in the organization will nor be accepting the
change in the organization which will decrease the productivity of the organization, the
management will also use many tools and techniques to attract the employee to change their

skills and knowledge so that they care efficient in the transition of change. The management is
responsible to motivate their employee's by telling the importance of change and how it will help
them to achieve their personal as well as organizational goals faster. In this stage a good leader
should be appointed as he will be responsible to influence the employee about the benefits of
change in the organization as it will help to attain the core competency in the market and also
increase the sales and profits.
Changing
In this stage the employee who was not ready to agree the change due to unfreezing stage they
accept and start to move towards the process of changing. As it is the transformational stage of
the organization due to changing from old to new. This is the stage where the employee find their
new talents and also gain new skills and knowledge which they did not know before, and they
also face many problems in passing through this stage. (Komives, 2016)
Refreezing
This is the last stage where all the strategies are made permanent as all the employees by this
stage have accepted the Transformation of the organization. The goals of the organization are
been set and the employee is motivated to achieve the goals a due to increase in their skills and
knowledge now they are more confident. The management is responsible to ensure that all the
employees are effective and follow the new change as there are chances that the employees can
switch back to their old behaviors and which will again make the organization unfit to be
competent and innovative in achieving the organizational objectives.
6. Other Organisational Change Model
In this model the organization learns about the major problems faced by internal and
external factors of the organization and the analysis is done to attain so that the
management can ensure the sound effectiveness of the organization. This model is
subdivided into two major parts which is hard elements and soft elements, hard
elements comprises of strategy, structure and systems where as soft elements of the
organization consists of shared values, skills, style, staff.
Strategy

This element is very important from the organizational point of view. As strategy of the
organization provides the guideline to the employee on which they have to work to
achieve the objectives which is finding the right strategy so that the organization can
effectively launch their new it program in some time. The organization also have to take
care of all the internal and external factors in designing the strategy as it will provide
them better productivity of the organization and increase the sale of the company.
Structure
Structure is the organization’s backbone and without the structure any work in not
possible in the organization. (Sagnak, 2016) Structure provides the communication
channel through which the management and employees can communicate and also
supply their skills to other employees in the organization. The organization should have
a prop[er structure before launching of the new IT program in the market as it will help
the company to decrease the workload and also improve the efficiency of the
employees with less stress and more motivation.
System
This element in the organization helps the management and employees to work
together as a team to achieve the set objectives of the organization. The system also
enables the employees to have the same motive and work smoothly without any
problems. If the organizations have to launch the new technology then the management
of the organization should make a proper system so that no employee feels the burden
in completing the work. (Dumas and Beinecke, 2018)
Skills
Skills help the employees to increase their efficiency in completing the work and hence
it will also increase the knowledge of the employee which will help on achieving g the
organization objectives more effectively.
Staff
the organization which is going through the change need to analyze the right staff at
right job so that they can increase the efficiency of the organization.
Styles

The organization will only be successful when they will have a better leadership style.
The leadership will help the employee to be motivated, and the leadership style; should
also match the structure and culture of the organization. (Molchano, 2016)
Shared Values
The objective of the organization should be easy to connect with the employee of the
organization so all the employee can relate and have the same mindset in achieving the
organizational objectives which will increase the productivity of the organization.
7. Comparison of Mckinsey 7s Model and Lewin’s Change Model
Mckinsey 7 s model Lewin’s change Management
Weakness  As each factors is
interrelated with one
another it is difficult
for the organization to
maintain all the factors
at once and it can also
affect the other factors
too.
 Due to many factors
which is taken care of
in this model it make
this model a little
complex and which
makes the model more
hard to understand.
 This model does not
explain which
leadership style will be
effective in the
increasing the
efficiency of the
organization. (Lai and
Cheung, 2015)
Strengths  This model allow the
organization to have
effective strategy so
that to organization
can increase the
productivity and
 This model is very
simple in nature to
adopt in the
organization as it does
not have any major
stages.

achieve the objectives.
 This model help in
providing guideline so
that the employee so
the employees can help
the organization to
adopt the change.
 This model also allows
the organization to
create a healthy work
environment by joining
all the external and
internal factors so that
they can increase the
efficiency of the
organization.
 It also provide a
effective
communication
channels in the
organization which
will help the
employees to improve
their skills and also
increase their
efficiency so that they
can achieve group and
personal goals.
TASK 2
KOTLER’S 8 stages of development of organization
Create urgency
In this first stage the organization ask the management to analyze the need of transformation of
new strategies by external and internal analysis so that the organization can be in the competition
and also get the core competency. (Adserias, Charleston and Jackson, 2017)
The management is also responsible to let the employee know the importance of the
transformation this also help the management to collect more data about the problems of the
organization and aware the employees about the need to change the organization. In this stage
the organization will create the urgency by changing the employee’s objective for launching the
new IT programme and also strategize according to it.
Formation of groups

In the second stage of organizational change the management has to find the skillful employees
who can lead the change by motivating other employees. The organization have to set the
objectives easy to achieve and understand so the employees can easily relate and connect to it, it
will also help they organization to get the support from their employees as a whole and reach the
set objectives of launching the IT program effectively.
Create Vision for Change
After the effective group are made the management are supposed to create a effective vision for
the employees so that they can easily create self motivation and also increase their efficiency by
self development and also by the help of other skillful employees in the organization. Creating
vision for change will help the employees to reach personal goals and also force them to support
their organization. The employees which are self motivated and are skilled will also understand
the motive that why organization have to adopt the change due to launch of new It program in
the market. As it will also increase the personal development of the employees and ther
organization will also attain its objectives effectively with higher profits and lower cost. (Forde
and Dickson, 2017)
Communication of vision
After the management have created the proper vision for the employee the next step the
organization have to organize many meetings and seminars so that the employees can analyze
that the employees have effectively understood the vision of the organization or not. The
management has to use aggressive strategy apart from meetings and seminars they also have to
find many effective ways to communicate the message about the vision to their employees and
they also have to make them motivate for the vision that the organization have changed to.
Management have to communicate the vision to their employees while doing their work politely
and regularly so that the employees does not change the path and get demotivated and the
organization also have to solve all the social issues of their employees which they are facing.
Depression, anxiety is very common in this stage.
Removing Constraints
After the groups are made the management are required to analyze the factors which are creating
the diversion in the path of employees to reach their organization objectives. In this stage many
employees to start disagreeing with the new change and cant cooperated with the new strategies
and policies which make them inefficient in the organization. And the organization also has to

analyze all the factors which is decreasing the effectiveness of the organization. The organization
have to appoint more effective leaders to motivate their employees, and change the
organizational structure with more effectiveness by recruiting and selecting the potential
employees in the organization with new talents.
Create Short term wins
The management will divide the employees of organization in teams and groups which will
allow the employees to gain skills and knowledge from the other employees in the team. The
management will divide the organization objectives into small team objectives and also create
the competitive environment among all teams that will help the organization to increase the
efficiency and also attain the objectives faster. (Bryk, 2018)
Build on the change
After getting the effectiveness from the diving the organization employees into teams the
management have to ensure that this strategy will help the organization to achieve the success in
launching their new IT programs in near future, before that the organization have to test the
strategy by analyzing all the factors which the management have to analyze after every task
goals and improve the problems so that they can also improve the efficiency in that strategy of
the organization and be sure that the strategy will be successful in launching in IT programs in
the market.
Anchor the changes in Corporate Culture
This is the last stage of the change model in this the management have to make analyze the
behavior of the employees and also task to them to know about the new change in the
organization. The management is also responsible for collecting all the data about employees by
interviewing. There is also a very good strategy that the organization can apply to keep
motivating the employees about the change by setting examples of the potential employees in the
organization so that new employees and the old employees can be ,motivated and increase their
flexibility in accepting the change of the organization. (Klettner, Clarke and Boersma, 2016)
CONCLUSION
In this report there was a brief explanation about how the organization will change their structure
and adopt the changes to launch their new product which was IT program and the organization

have to analyze different factors which will help in moving to new organizational objectives. The
management is responsible to analyze the effectiveness of the employees and also increase their
efficiency by experimenting different organizational change model. Employees as a workforce of
the organization have to understand the importance of the change in the organization and in their
performance. The employees would also increase their personal goals which would motivate
them to achieve the organizational objectives. The organization also had to analyze different
driving forces and restraining forces which will help the organization to evaluate whether it has
to adopt the change, as it will help the organization to compete in the market with the core
competency.

REFERENCES
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