Leadership Management: Strategies for Managing Organizational Change

This report delves into the critical aspects of leadership management and organizational change. It begins by identifying various barriers to change, including psychological factors like uncertainty and fear, contextual elements such as power dynamics, and sociological influences like group norms. The report then outlines practical strategies for managing change, such as involving employees in the process and focusing on effective delegation. A force field analysis is presented to evaluate the driving and restraining forces related to change, with specific reference to Marks and Spencer. The analysis highlights the importance of change for the organization's growth and competitiveness. The report concludes by emphasizing the need for effective leadership to overcome resistance to change and achieve organizational goals.

Different barriers of
change and how they
influence leadership
decision making
Marks and Spencer

Psychological Barriers to change
 Uncertainty
 Low confidence
 Fear
 Personality issues

Contextual Barriers to change
 Power and prestige
 Intrinsic rewards

Sociological Barriers to
change
 Group norms and values
 Group conformity

Methods of managing change
Involve employees in the change process-
 employees are well aware of the
changes.
 formal manner of communication should
be done rather than informal one.
 Will increase motivation of employees
and resistance to change will be
reduced.

Methods of managing change
Interview employees –
 Important strategy as change may
impact the status quo and job of
employees.
 essential to understand what the staff
feels about the changes.
 This will help in addressing the issues so
that change can then be easily embraced
by the staff.

Methods of managing change
Concentrate on effective delegation-
 To be applied when changes increase
the overall responsibilities of
management
 reduce the work load of managers
 make the employees feel involved with
the organisation.

Force Field Analysis to establish opposition and support
for change

Driving forces to change
Drivers Score
Currency fluctuations 3
Low preforming stores in
foreign nations
1
Increase profitability
of the company
1
Increased emphasis on sales
inducing area being food retail
2
Competition from
similar retail firms
3

Driving forces against change
Drivers Score
Fear of unknown 3
comprise with the
existing organizational
structures
3
loss of power and
status quo
4
Job loss 3
Decrease in support
system of employees
Natural tendency to resist any
change
4
4

Evaluation of force field
analysis
 Marks and Spencer should move
forward with the changes.
 As forces in favor of change are more
powerful than against it.
 Will improve overall increase in growth
and profit figures.
 Better position to compete with the rival
firms.

References
 Brinkman, J., Navarro, I. and Harper, D., 2014. Unlocking
the business environment. Routledge.
 Channon, D.F. and Jalland, M., 2016. Multinational
strategic planning. Springer.
 Dawson, P. and Andriopoulos, C., 2014. Managing
change, creativity and innovation. Sage.
 Easter, T.H. and Brooks, S., 2017. Our leader is gone,
now what? Creating the foundation for stable
transitions. People & Strategy. 40(1). pp.28-33.
 Gassmann, O., Frankenberger, K. and Csik, M., 2016.
Innovation Strategy: From new Products to Business
Model Innovation. Springer.