Leadership Management: Overview of Major Change Report

This report provides a comprehensive overview of major change within an organizational context. Part A defines and differentiates between voluntary and mandatory change, offering examples and exploring challenges and successes associated with each. It delves into the importance of change, incorporating personal and organizational anecdotes to illustrate key concepts, and discusses the facilitating forces that drive change, such as innovation, technology, and market growth. Part B shifts focus to the constraining forces, examining internal and external responses to change, including the role of stakeholders and customers, and analyzes resistance to change, identifying logical, psychological, and sociological factors. The report concludes by outlining five common obstacles that organizations face when implementing change, such as individual resistance, lack of communication, and cultural barriers, providing a well-rounded perspective on the complexities of organizational transformation.

Running head: OVERVIEW OF MAJOR CHANGE
Overview of Major Change
Name of the Student:
Name of University:
Author Note

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Part A
1. The voluntary change and mandatory change are the two facets of the organizational
change management. The management has to think upon both these change and implement them
according to the situations. These changes become necessary when the organizational change
becomes very evident because of tough competition and tremendous turbulence. The differences
between these two types of changes are very stark and management has to think upon all the
repercussions of these changes. The voluntary change involves the changing of the situation
according to the needs of the industry. The voluntary change will involve the consulting with the
staff members and bringing out merits and demerits of the proposed change Matos Marques
(Simoes & Esposito, 2014). On the other hand, mandatory change is imposed on the staff
members without even asking for their opinions. The managers impose their decisions and
implement them at the earliest. The staff members might not like the change but managers do not
pay any heed to their problems.
Challenge of voluntary change
The staff members agree to the change based on their own their own gains. This might not be
useful for the success of the company at certain times (Holten & Brenner, 2015).
Success of voluntary management
The consulting process with staffs brings out new ideas that might be helpful for the company
largely.
Challenge of mandatory change
The staff members might fall in huge problems if their requests are not given any importance

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Success of mandatory change
This mandatory change will be helpful because managers take the decisions based on the
needs of the company and industry.
Personal reflection
I worked in a company where I was forced to withdraw my already taken leaves for a tour.
My leave had been granted earlier but management decided to send me for a project abroad. I
resisted it but they forcefully imposed tis on me for the benefits of the company. A proper
consulting with me earlier would have resulted in a better way and it could have done with my
consent then.
2. The changes in the organization are really important for the betterment of the industry
situations. The forceful or mandatory changes in the organization might be a huge risk by all the
means. The companies struggle to perform in the right manner if the changes are not implied in
the organizations (Alvesson & Sveningsson, 2015). I must highlight the business change
processes that took place within the Microsoft Company. They were struggling to make the
success in the organizations. This is why they had brought in some major changes that were very
influential and they had gained the desired success through this as well (Kuipers et al., 2014).
They went on to reinvent all their productivity measures. They implemented some new
methods of business change as well. The management of Microsoft also had in their minds to
build a proper cloud platform that was also an intelligent one as well. They also stressed on cloud
computing all the more. The change that they implemented as a part of their revolution in
technology was that of artificial intelligence (Alvesson & Sveningsson, 2015). I can also use the

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example of British Airways as they completely reorganized their business process in order to
make the company more profitable.
As a process of mandatory change, they had eliminated unprofitable routes and reduced their
number of employees from 59000 to 39000. Though this change was a hammer blow for the
families of their employees, they did not consider this fact at all. The incorporation of innovative
techniques into the system and new marketing strategies had been important for the company to
make higher profits (Kuipers et al., 2014).
3. There are some factors that are very important for the organizations to implement the
changes. These important factors are innovation and technology, growth, improvement of the
process, competition and abiding by government regulations. The rapid technological changes
are integral for the overall success of the company in all cases.
The companies must implement technological changes to comply with the technological
advancements. The market growth is also deemed as integral for gaining the competitive
advantage. New methods and processes must be introduced within the organization and time
should be given to the staff members to adapt to these new changes (Van der Voet, 2014). Thus
the company will get an effective share in the market. New effective strategies must be brought
into the organization so they can cope up with the challenges.
All the sets of new changes in government rules and should be followed by organizations to
make sure no rule is violated (Fernandez & Rainey, 2017). My personal viewpoints are
absolutely in line in with these factors since I believe changes are must for development. The use
of artificial intelligence should be implemented and this will help the companies to acquire the
market growth altogether.

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Part B: Major Change: Dynamics and Constraining Forces
1. Internal and External Responses to Change
The internal responses which can play important roles to implement change in an
organization will include reactions of internal stakeholders who contribute to the work of the
company. Bringing change is a crucial part of growth and development for a company (Cameron
& Green, 2019). This can be achieved by modifying services and processes. Internal change
which can be brought in an organization might be an essential technological up gradation which
is required to sustain the changing needs of the industry and the society. This might get posed
with limitations as technological changes are often hard to accommodate by the employees. This
happens because as much as technology enables employees to do their work with much
efficiency, it also brings apprehension on the minds of the employees. The employees might feel
that technological changes will make their work process complicated and dismantle them from
their comfort. This change restrict the process of implementing change. The responses of
employees play a very significant role as employees should feel positive about their work in
order to perform with precision and enhance the productivity of the company.
The external responses should also be paid close attention to, because that determines
whether or not a company is achieving success. External responses which can be affected include
the experience of the customers (Cameron & Green, 2019). Technological changes improves
experience of customers and other stake holders who remain at the receiving end. The changes
usually get accepted by the customers, who are catered to, by the organizations. Technological
advancements enhance their experiences as services aid more convenience and ease.
2. Resistance

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If there is intent to bring change in an organization, there might be resistances arising
within to implement the same. It is important to identify the resistance and address them in order
to overcome the challenges which might lie in the way of development (Lewis, 2019). However,
it is also important to assess why the changes arise and assess the effectiveness of the change
which is intended. People might find it difficult to accommodate a change in the process in
which they feel comfortable. Changes usually make alternations to the roles and responsibilities
of the employees which directly affect the employees and thus resistances are posed. As I have
experienced, if employees are not adaptable and flexible to the changes, it might get difficult for
an origination to successfully execute a change.
The types of resistances include logical, psychological and sociological. Logical
resistance can be described as resistance which arises when people fail to adapt to the changing
circumstances for example, making work digital, which were previously done manually.
Workers wither might feel insecure or incompetent for such a change. The psychological
resistance means the barriers which are faced with due to the psychological factors. Employees
might be less tolerant towards the change which might lead to resistances and conflicts as they
fail to accommodate the changes (Lewis, 2019). Sociological resistance can be referred to as the
resistance which individuals feel about the values and beliefs which they have when it comes in
contact with others. Employees might also feel peer pressure to participate in resistances posed
through unions and groups while the employees themselves can accommodate the change
(Lewis, 2019). I have witnessed that employees feel pressure to take part in resistances when
they are themselves not eager to take part in such resistances.
3. Five Obstacles to Change

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The five barriers which organizations might face while implementing a change can be
discussed as follows:
 Individual resistance from employees as many people do not feel positive about change.
People achieve comfort and convenience in working in an organization or process, which
they feel insecure to lose (Kaufman, 2017). This might be because of the uncertainty and
risks involved.
 Ineffective or lack of communication may as well make the process of change
actualization within an organization difficult. Success of a company is directly
proportional to communication. There has to be clear communication of ideas and
strategies within an organization to achieve success.
 If a company lacks strategical direction of work and goals, it might face challenges to
bring change. It is very important to lay the objectives and strategies which are to be
followed in order to achieve success (Kaufman2017). If there is no direction and
strategies, a company might get faced with obstacles.
 It is very important for a company to be consistent. While there is change happening, the
company might not have cognitive dissonance, however, it is very important to maintain
consistency (Kaufman, 2017). The expectations of change must be understood and
aligned with strategies and results, in order to work accordingly, together and be
consistent otherwise there might be challenges.
 A company might face cultural barriers. In a globalized world, people from across
cultures come together to work. Communication might get stringent, however, in order to
erase changes of resistance, cultural barriers should be taken care of.

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References
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change
work in progress. Routledge.
Cameron, E., & Green, M. (2019). Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Fernandez, S., & Rainey, H. G. (2017). Managing successful organizational change in the public
sector. In Debating Public Administration (pp. 7-26). Routledge.
Holten, A. L., & Brenner, S. O. (2015). Leadership style and the process of organizational
change. Leadership & Organization Development Journal, 36(1), 2-16.
Kaufman, H. (2017). The limits of organizational change. Routledge.
Kuipers, B. S., Higgs, M., Kickert, W., Tummers, L., Grandia, J., & Van der Voet, J. (2014). The
management of change in public organizations: A literature review. Public
administration, 92(1), 1-20.
Lewis, L. (2019). Organizational change: Creating change through strategic communication.
John Wiley & Sons.
Matos Marques Simoes, P., & Esposito, M. (2014). Improving change management: How
communication nature influences resistance to change. Journal of Management
Development, 33(4), 324-341.

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Van der Voet, J. (2014). The effectiveness and specificity of change management in a public
organization: Transformational leadership and a bureaucratic organizational
structure. European Management Journal, 32(3), 373-382.