Leadership and Change Strategies for Spotlight PR Ltd Report

This report examines leadership and change management within Spotlight PR Ltd, an event management company transitioning into an online image marketing firm. It analyzes the need for change driven by declining revenues and outlines required adjustments, including legal, operational, and employee-related modifications. The report explores the concept of resistance to change, its nature, types, and potential outcomes, emphasizing the importance of communication, participation, and involvement to overcome resistance. It highlights how effective leadership can navigate employee resistance and create positive outcomes for the organization, such as increased efficiency and improved service delivery. The report concludes by emphasizing the long-term benefits of embracing change and addressing resistance to foster organizational growth and customer satisfaction.

Leadership and Change

Table of Contents
INTRODUCTION...........................................................................................................................3
QUESTION 2...................................................................................................................................3
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Action to lead a group of peoples which are committed to in a particular activity in an
organisation can be stated as a leadership (Narlikar, 2010). Leaders are having vision for their
organisation and they make targets for the organisation. So it creates a compulsion for them to
make changes in their management and action to attain the objectives. This report is based on the
Spotlight PR Ltd. and Mr. Patrick McGee wants to make changes in their activities, they want to
adopt latest changes in their organisation to increase the revenues of them.
QUESTION 2
As the Spotlight PR Ltd. is working in event management sector and they are providing
services to the client companies to conduct conferences and seminars for the personal meets of
them and with their delegations and as well as they are working for the marketing activities for
the clients to provide them a suitable medium for advertising, publicity, marketing campaigns to
increase their reach for the customers. It helps to their customers to increase the number of
peoples to which knows their name which increases their scope. As the Spotlight PR Ltd. is
working on the traditional methods to perform their work, it is impacting on their business they
are having regular decrease in the business and revenues (Leary, 2011). So it creates a
compulsion for them to make changes in their work and functions to increase the revenues and
scope for them. So they have to adopt changes and they have to work according to the new
trends of work. Mr. McGee wants to change brand and wants to update their work with latest
trend. McGee has takes the decision to work in the online market and convert their firm in a
image marketing company it helps them to increase the number of customers. So they have to
make many changes in the work and as well as in their organisation. Some points are here on the
basis of changes in the organisation:

Legal changes: As they want to make changes in their brand image, they have top make changes
in their registration also to make changes in their type of work legally. They have to renew their
registration as well with in a new category of work.
Work related changes: As they are working according to the traditional services, they have to
make changes according to provide services in the online image marketing company (Hechanova
and Cementina-Olpoc, 2013). So they have to recruit new peoples which have all the skills
which are essential for the company to run their activities by the organisation for their future
clients. They have to give training and development program to their retaining employees to
make effective for change. They have to increases the technology part in the organisation to
establish a set up for future needs of the customers. Now Spotlight PR Ltd. has to make their
focus on future centric to increase the number of opportunities for them. They have to increase
number of computers and as well as experts which knew to work on the latest software. They
have to recruit those peoples which are having through knowledge about the online marketing
and social media marketing which helps them to increase their business activities as per the
changes.
Change in the workings of the employees: This change in the brand makes a huge impact on the
acts of the employees and it can impact on the retaining employees of the company. So Mr.
McGee has to provide proper training them to be able to perform according to the new work. It
helps to the company to increase their skills to perform their business activities as per the change
in their work. Now they have to perform their work on the computers and they have to make
graphics and designs which is used by them to promote their client's firm.
RESISTANCE
It is a human tendency that they never accept changes easily, it takes a time to adopt them
changes sometimes peoples resist for changes (Beck and Cowan, 2014). As the Spotlight PR Ltd.
wants to make changes in work they have to be prepared to face the resistance of the employees
for this change.
NATURE OF RESISTANCE
Most of the time resistance has occur after the change and a conflict in between the two
parties. It has a connection with the specific behaviours of the employees which are affected by
the change so it creates a compulsion for them to resist because it is a human nature ( By, Burnes
and Oswick, 2012). Management and employer have to take this resistance positively to make

changes for the betterment of the organisation. These all changes are not adoptable at a time for
employees so they creates a resistance to adopt these changes. Because it creates a pressure on
them to learn new methods and techniques to perform their activities which consumes a lot of
time and effort of them. So it is vary on the employees which takes it as in positive way or take it
in negative way cause it is an opportunity for them to learn new skills and develop their criteria
to perform their business activities. Resistance is a part of the organisation which helps to the
management to create more better things for their employees. In the case of the Spotlight PR
Ltd., their employees are resisting for the changes which are making by their employees. So Mr.
McGee have to take this resistance in a positive way and they have to analyse what are the actual
problem of them to resist about changes. Mr. McGee have to communicate with their employees
and they have to explain to their employees why they are making changes in their organisation.
Resistance can improve the profits of the both parties in this case studies because both parties are
having their benefits by change and resistance. So by this Spotlight PR Ltd. can improve their
service as per the customer's demands and as well as it can increase the work efficiency of the
customers. It can make an influence in the work flow and can take financial investments but it
has a potentials to give long term profits to the company to increases the number of the satisfied
customers by them. So Mr. McGee has to take it in a positive way to increase the efficiency of
the workers, it can take time to make lead on them but they have to use in a positive way to
increase the productivity and as well as the effectiveness of the employees according to the
changes which they want to do in their organisation.
Resistance always helps to the management and as well as to the owner to increase the
effectiveness and creativity of the employees. It is essential for the company and as well as to the
employees to increase their knowledge and skills by new learnings.
TYPES OF RESISTANCE
The word resistance has differ meaning in employees sense. It is quite difficult to define
resistance. It means when the any change is occur in the organisation sometimes employees got
resist to take time to adopt that change (Ngcobo and Tikly, 2010). Sometimes they adopt that
change so early but in few case it takes a lot of time. So the word resistance can be work as
positive or negative. So, spotlight PR Ltd. has just turned themselves as online image
management firm so this change can not be accepted by some employees but some are not
accepting this changes. So, these changes are as follow:

Positive resistance: Firm introduce them as a online image builder so it takes so much time
because they are start providing training to them. And this training helps them to increase their
efficiency of work. Some of the workers are ready to get work on this. Those employees are
work in favour of the organisation and helps the business to grow in a effective manner and also
promotes entity to attain certain goals of them.
Negative resistance: An organisation sometimes faces some crises of negative resistance
because few employees are not able to adopt changes which are related to firm. An organisation
wants to change themselves so that they can earn higher rate of profit (Burnes and By, 2012).
These employees do not want to accept these changes and also disturbed the organisation
motives of other employees. This leads to get the employees distract out from their works and
leads to shut down of an organisation.
Lack of time: If those employees adopted this changes then it takes lots of time to get according
to that work. It not only increases the in efficiency but also sometimes an organisation have to
face loss on them. But this changes teach many things and situation of the business.
Resistance to change:
Parochial self interest- This of kind of changes are opted when person thinks that changes will
drag down their performance and reduce their quality like monitory loss, image and so on.
Misunderstanding and lack of trust- Due to changes certain misunderstanding can be created
which is not beneficial for companies and also which reduce trust of employees.
Different assessment- Changes having impact on various types of assessments such as formative
assessment in which work quality and performance of learner's can be improve also enhance
their understanding. In summative assessment, students' success can be possible with the help of
opted change and allot new things to them.
Law tolerance for change- It is bale to improve performance of learner and provide new way to
do things.
Resistance always takes time but it has a potentials to make effective changes in the
cause which makes a compulsion for the resistance. Mostly resistance helps to the employer to
take effective decisions on the cause of the resistance. In the case of the Spotlight PR Ltd, Mr
McGee have to face the resistance of the employees regarding to the changes in the organisation.
Some points are here for the outcomes of the resistance:

Effective results: Resistance has a potential to make changes in the policies of the owner to
make effective decisions regarding to the changes in the organisation. It impacts on the effective
results of as per the needs of the employees. It creates a conditions in which employer and
employees both feels satisfied to the each others.
Fulfilment of the demands of the employees: Resistance is a part which is mostly done by the
employees for their personal interest so it is essential for the employer to make some negotiation
with them to increase the effectiveness according to the both parties (By and Burnes, 2012). It
helps to the management and Mr. McGee to increases the effectiveness of them to attain their
organisational goals by the acts of the team members. Resistance has a outcome that employer
has to fulfil the demands of the employees by this resistance.
Betterment of the organisation: Finally it makes an impact betterment for the organisation, as
they are having an objective for the organisation to make change in their trade, it can helps to the
Spotlight PR Ltd to provide better assistance top their future customers as per thei5r needs of
them. As they want to become as an online marketing management company they are having
huge needs to make changes in their acts and functions as well as in the resistance of the
employees to increase the effectiveness of the organisation.
Overcome to resistance:
Education and communication: This strategy can helps to the company to make changes in their
business structure and to work according to the new trade (Goetsch and Davis, 2014). According
to it they have to communicate with the employees to know about their views regarding to the
changes and as well as to know about the expectations of the employees regarding to the
changes.
Participation and involvements: They management have to increase the participation and
involvement of the employees in the decision making for the new trade policies and work of the
company. It is significant for them and it has a potential to reduce the employees resistance also.
So they can use this strategy to take better positive results from the changes.
Facilitation and support: The management has to provide all of the needed facilities to them to
increase the loyalty of the employees and reduce their resistance. It is less impactive for the
company to take better results as per they wants by their changes because it can take huge
finance investments in it.

Negotiation and agreement: It is a most important part for Mr. McGee to increase their
communication with the employees and elaborate their future strategies in between the
employees (Williams, 2013 ). As well as they have to negotiate with the employees to implement
their changes in the organisation with minimum impacts on the employees. Mr. McGee has to
take employees in their favour to move forward for their future goals.
OPTIONS FOR THE SPOTLIGHT PR LTD. TO NEGATIVE THE RESISTANCE
Some points are here for the for the Spotlight PR Ltd to negative the resistance of the employees
and move further for their objectives:
Manipulation and co-optation- Manipulation stands for opted some necessary attempt which
having influence. It involves informations are twisted and present them in a attractive way and
spreading a news that changes are accepted by workers. On the other hand, co-optation is the
formation of manipulation as well as participation.
Explicit and implicit coercion- In this case higher authorities are forced to their workers to
accept change which can leads to lose of their work, reduce promotions and so on.
These options can helps to the company to make changes in the organisation and to take a
new brand image as a online marketing management company.
CONCLUSION
The above concluded report is having report on the leadership and changes in the organisation
and this report is having focus on the Spotlight PR Ltd which want to make change in their
trade, some change strategies are mentioned in the report which can be used by the Mr. McGee
to derive changes in the organisation.

REFERENCES
Books and Journals
Beck, D.E. and Cowan, C., 2014. Spiral dynamics: Mastering values, leadership and change.
John Wiley & Sons.
Burnes, B. and By, R.T., 2012. Leadership and change: The case for greater ethical clarity.
Journal of business ethics. 108(2). pp.239-252.
By, R.T. and Burnes, B., 2012. Leadership and change. The Routledge Companion to
Organizational Change. p.295.
By, R.T., Burnes, B. and Oswick, C., 2012. Change management: Leadership, values and ethics.
Journal of Change Management. 12(1). pp.1-5.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Hechanova, R.M. and Cementina-Olpoc, R., 2013. Transformational leadership, change
management, and commitment to change: A comparison of academic and business
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Jackson, B. and Parry, K., 2011. A very short fairly interesting and reasonably cheap book about
studying leadership. Sage.
Leary, A., 2011. ‘Nurses lead at every level here’ Frances Pickersgill talks to Alison Leary,
outgoing chief nursing officer for St John Ambulance, about leadership and change.
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Narlikar, A., 2010. New powers in the club: the challenges of global trade governance.
International Affairs. 86(3). pp.717-728.
Ngcobo, T. and Tikly, L.P., 2010. Key dimensions of effective leadership for change: A focus on
township and rural schools in South Africa. Educational Management Administration &
Leadership. 38(2). pp.202-228.
Sharif, M.M. and Scandura, T.A., 2014. Do perceptions of ethical conduct matter during
organizational change? Ethical leadership and employee involvement. Journal of
Business Ethics. 124(2). pp.185-196.
Williams, D.A., 2013. Strategic diversity leadership: Activating change and transformation in
higher education. Stylus Publishing, LLC..
Online
Choosing Strategies for Change. 2017. [Online]. Available Thorough:
<https://hbr.org/2008/07/choosing-strategies-for-change>. [Accessed On 11th March
2017].
Managing Resistance to Change. 2012. [Online]. Available Thorough:
<https://www.tutor2u.net/business/strategy/change-management-resistance-
barriers.html>. [Accessed On 11th March 2017].