Management and Leadership: Power and Change in Bupa Care Homes

This report, prepared by a student, examines the application of power and change management within a Bupa Care Home. Section one delves into the application of power, drawing upon theories such as those of French and Raven, to analyze events and processes within the organization, specifically focusing on the use of expert and reward power. Section two explores the application of change, linking it to relevant theories and analyzing how change is implemented within the care home. The report considers factors driving change, such as societal shifts and technological advancements, and discusses the importance of effective change management. Section three discusses the applicability of National Occupational Standards (NOS) to management and leadership within the care home, and how these standards could improve outcomes for service users. The analysis highlights the importance of aligning organizational practices with community development principles and the need for continuous improvement in leadership and management approaches.

WORKBOOK TWO
Workbook Two- 60% of mark for module
This can be found on Weblearn under ‘Assessment details’. Please print this
out and use it during the year. This workbook is based the application of
theories and professional standards to the organisation you are engaged with
Section one
This section is 1200 words long
Discuss the way that POWER is applied in your organisation. The discussion should
link to reading and theory. You should apply one or two theories of power to a
particular event, process or activity at your chosen organisation
Section two
Discuss the way that CHANGE is applied in your organisation. The discussion should
link to reading and theory. You should apply one or two theories of change to a
particular event, process or activity at your chosen organisation
This section is 1200 words long
Section three
This section is 600 words long
With reference to the discussions above, discuss to what extent National Occupational
Standards could be applied to management and leadership in the organisation. How
would the use of NOS improve outcomes for service users?
Marking criteria for Workbook Two
It is very important that you read the following marking criteria. We use these
criteria to mark your work
Workbook Two
 Application of theories of power to your chosen organisation. This
should be illustrated with an example of an event, process or activity
 Application of theories of change to your chosen organisation. This
should be illustrated with an example of an event, process or activity
 Application of Community Development National Occupational
Standards to the organisation
 Academic conventions- writing, referencing etc

Section 1:
Bupa Care home is the organization where I operate and my role in the organization, is the
activity coordinator. The mentioned organization is a community center where my role is to take the
residents to the community center for interacting with the people of their age group. In addition to
this, I am responsible for delivering the events in the organization which will be able to connect
them with their communities. I am also responsible for promoting the activities in the community so
that more and more individuals get involved with the activities. Apart from this, the organization of
the social and recreational events which are expected to be the tea parties, events and craft fairs,
will be one of the prime responsibility in the mentioned organization. In addition to this, the
appropriate management of the weekly social events along with the marketing and promotions of
the events are an important responsibility for me being the activity coordinator of the mentioned
organization. Other than this, I am responsible for providing personal assistances to each of the
residents so that I be able to help them in the effective management of the issues that they are
facing.
With a precise focus on the conceptual definition of the power, it is pretty evident that the
power is considered to be a strong influence on the persons and the operations of the persons.
Considering the definition of the power, the variation is pretty evident. In organisational context,
the fear of snatching the PlayStation or reducing the pocket money is less relevant, however, the
variation of the power is pretty much understandable with such examples.
Considering the theory of French and Raven, the technique of influencing someone
regarding the undertaking of any of their activities with the fear of snatching something that they
love or prefer, is considered to be coercion. The application of the coercive power is based on the
capacity of the leaders to penalize or punish others. An example of it would be a coach that sits their
players on the bench for being late to the practice sessions. On the other hand, according to the
theory of French and Raven, the form of the power which relates to the completion of the activity
with the introduction of the gifts or the additional benefits, are considered to be the rewards. In
addition to this, the reward power is considered to have the potential to motivate the employees for
the improvement of their work both in the aspect of quality and quantity.
Apart from this, Gopee and Galloway (2014) elaborated the referent power of French and
Raven to be involved with the emotions as the main basis of the mentioned power is liking of
followers towards a particular leader. Whereas the expert power relates to the expertise of
individuals and the resulting influence. The main basis of the expert power is the perception of the
followers regarding the level of competency of a leader. For an example, the knowledge of a tour
guide in the foreign countries can be considered as the expert power. Apart from this, considering
the theory of French and Raven, the legitimate power is concerned with the influence of the
positions. Considering the example of a judge in the judiciary system, the power that he or she
exhibits in administering the judiciary system and in providing the judgements are in need to be
considered as the legitimate power. The basis of the information power is the possession of the
knowledge of the leader that other followers may need. A classic example of the information power
will be a boss who has the information regarding the formation of new criteria for assessing the
employee promotion eligibility. .
In order to understand the impact of the power and the application of the power in the
organisational context, it is important to have a close look on the various concepts of the power in
the organisational context. Northouse (2015) commented on the concept of the power while
claiming that the power is the capability to affect the activities, belief and the attitude of the other
individuals. Apart from this, Northouse (2012) highlighted the fact that the power is also considered
to be the capacity of producing or preventing the occurrence of a change. On the other hand, Yukl
(1981) also portrays the negative application of the power while claiming that, majority of the
organisations of the modern world consider power to be means of forcing someone to conduct
something that he or she may not like to conduct. However, Yukl (1981) further added that the
mode of forcing the individuals in conducting the operations that he or she does not prefer to do is
expected to be influenced with the application of the power, however, the person, forcing the

individuals is expected to frame, his or her exercises in such a manner that it effectively aligns with
the desire or wish of the other person. Hence it is pretty evident that the fundamental objective of
the application of the power is influencing the actions and belief of others and at the same time,
persuading others to do things that they may not like along with promoting or challenging the
changes.
Considering the case of the care home, I was able to understand the fact that the organisation
uses the hybrid power application which is comprising of the expert power and the reward power.
While I was operating in the organisation, I was subjected to the impact to the power. I observed
that the management of the organisation was able to understand the fact that the operations of the
employees inside the organisation requires considerable amount of application of the skills and the
competency. It is understandable that the appropriate handling of the aged people is a complex job
as the employees have the responsibility of managing the good health of the residents and at the
same time, taking appropriate precautionary actions for the improvement of the condition of the
health of the employees is a tough job and requires considerable amount of precision. The care
home was able to provide the much required shelter to many of the patients who had complex
medical condition.
In addition to this, the patients affected from the impact of the stress and dissatisfaction are
also taken care in the homes. Hence it is pretty evident that the employees of the care home were in
need of significant amount of skills and competencies which will be crucial or them in conducting
the general operations without any sort significant faults. As the faulty operations from the part of
the employees has significant amount of detrimental impact on the wellbeing and recovery of
majority of the patients, the need of the appropriate level of skills and the application is highly
required in the care home. Hence the management of the organisation applied the expert power.
The senior management of the organisation were determined in the minimisation of the
faults in the operations of the employees and that was pretty evident with the urge of the
management in introducing considerable number of training and developmental activities for the
employees of the organisation. This was crucial in improving the much required skills and
competencies of the employees which benefitted the organisation with the significant reduction in
the number of faulty operations form the part of the employees. Apart from this, the senior
management of the organisation was able to gather the knowledge of the significant work pressure
that the employees of the organisation are facing and that triggered them in the application of the
reward power. The reward power was notably crucial from the part of the organisation as that has
the capability to motivate the employees in the improvement of their quality of operations and along
with that, the rewards had the possibility to motivate the employees in the execution of the
excessive work pressure that they were subjected in the care homes.
The main source of power or the authority was the senior management of the organisation
and the line managers of the organisation had the responsibility of evaluating the performances of
the employees. During my operation in the care home, I observed two types of rewards. One was
the basic overtime rewards for the employees of the organisation where the management of the
organisation had formulated an attractive rewarding policy for the employees working overtime just
to ease out the excessive work pressure and on the other hand, the senior management of the
organisation were observed to put strong emphasis on the quality and the quantity of the residents
attended. Hence the management of the organisation were observed to come up with a plan for
rewarding the employees on the basis of the quality of their work and along with that, the coverage
of the plan also included the employees who had the capability to attend the most number of
patients. Hence the distribution of the power from the part of the senior management is pretty
evident.
Section 2:
The concept of the change in the modern business context is pretty significant and that is
notably evident with the increasing urge of the modern organisations in the effective management
of the changes inside the organisation. The definition of organisational change relates to the

changes in the operational methods, strategies, structure of the organisation along with the
incorporation of the new technologies. Jones and Jones (2013) were able to comment on the
significance of the internal and the external factors which are responsible for driving the changes
inside the organisation. Benn, Edwards and Williams (2014) highlighted that one of the main
factors responsible for the changes inside the organisation are the significant changes happening in
the society or the community of the organisation. As the organisation is dedicated to serve the
community or the society, it becomes important for them to align their operations with the changes
happening in the society and in such situation, the management of the organisations face the need of
conducting changes inside their organisations.
Considering the point of the PESTEL analysis, it is pretty evident that the organizations of
the modern business world are affected with the increasing number of changes in the various
aspects such as the political, social, technological, economic, environmental and legal. In order to
operate sustainably, the organisations have the necessity of managing the political influences in an
efficient manner and in doing so, the much required implementation of the changes becomes
notably important for the organizations. On the other hand, if the economic condition of a particular
region is declining, then the senior management of the organization faces the need of incorporating
new strategies that may have the potential of hanging the existing strategies of the organizations.
Other than this, considering the importance of the preferences of the customers, majority of the
organizations have the necessity of designing their services in accordance to the demands of the
customers which also have the potential of inviting changes inside the organizations. Apart from
this, the frequent changes in legislations of the governments are observed to be one of the prime
concerns of the modern organizations and that is pretty evident with the application of the various
strategies in the aspect of the pricing or in the aspect of the human resources management of the
organizations that might be different from the existing organizational policies of the organizations.
Jones and Jones (2013) highlighted one of the crucial fact associated with the changes while
claiming that the impact of the changes that are happening in the society, on the people or the
citizens, influences the organisations to change their strategies so that they be able to serve the
customers in accordance to their preferences. However, Lewis (2019), showed one of the
detrimental consequences of the changes with the claim that the ineffective management of the
changes results in failure from the part of the organisation in meeting the objectives of the change.
Lewis (2019), further added that the implementation of the changes in the organisational context,
relates to two types of forces which are the driving forces and the barriers that resist the changes.
The success in the implementation of the changes depends on the excellence of the organisations in
the effective management of the detrimental impact of the barriers of the changes along with
building on the driving forces of the change.
As the organisational change in the modern business context, significantly depends on the
variation of the external and internal factors, the success in the implementation of the changes from
the part of the organisation is also dependent on the excellences of the organisations in the effective
identification of the variation of the external and internal factors. Hence, for majority of the
organisations, the evaluation of the macro and micro-environmental factors of the organisation
provides the base for the effective implementation of the changes.
In the context of the care home, I was able to observe a significant change in the
organisation which was related to the process of the operations. As the organisation was subjected
to a significant amount of work pressure, the concern of the senior management in record keeping
of the activities and the resources was pretty prominent. The organisation, from the initiation, had
utilised the pen and paper method of record keeping. The record keeping department of the
mentioned organisation had 67 employees. The operations of the employees was concerned
regarding the tracking of the information of the employees of the organisation and at the same time,
the employees of the record keeping department of the care home, were also responsible for the
effective record keeping of the resources of the organisation. The importance of the operations of
the record keeping department of the organisation is notably high as they not only play a crucial

role in the management of the information but also play a vital role in the effective measurement of
the preferences of the employees of the organisation.
Apart from that, the record keeping of the activities of the employees enables the
management of the organisation in the appropriate allocation of the tasks in the organisation. As the
importance of the record keeping in the process of decision making of the care home, is
significantly high, the management of the organisation had the intention of changing the method of
record keeping from the pen and paper method to the digitalised portals. With the impact of the
digitalisation, the organisation had the chance to avoid to conventional errors in the pen and paper
method of record keeping. Apart from that, one of the major concern of the senior management of
the organisation with the pen and paper method of record keeping was the absence of the speed in
the exchange of the information which is a significant need in making sure that the decision making
process is smooth in the organisation. As the organisation is observed to have significant amount of
delay in the decision making which affects the performances of the overall organisation, the
incorporation of the technology in the process of record keeping is of great significance for the
selected organisation.
During my operations, the organisation faced the need of significant infrastructural
development for the increment of the modern facilities in the organisation which had the potential
to improve the treatment of the employees of the organisation towards the patients. The urgency in
the decision making for these sorts of activities is crucial and with a perfect anticipation of the fact,
the senior management of the organisation was able to introduce the idea of the digitalised portals
for the effective management of the information in the organisation. As the main idea in the
incorporation of the digitalised portal from the part of the management of the organisation is the
much desired increment in the speed in the decision making, the organisation implemented the
change in accordance to the Kurt Lewin’s model of change. Considering the unfreeze stage of the
model, the senior management of the company was able to sense the urgency of the change with the
evaluation of the absence of the speed in the decision making. First of all, the management of the
organisation was able to make sure that they be able to complete the infrastructural development
that is required for the introduction of the digitalised portals and for the incorporation of the
technology in the process of the record keeping. Along with that, the senior management of the
organization communicated the need of the change to the relevant department which was one of the
prime piece of operations for the management during the unfreeze stage of the model.
As mentioned earlier, the driving force for the company was the need and the benefits that
the incorporation of the speed in the process of the record keeping are associated with. However,
the developmental needs of the employees was the major concern for the organisation in the
introduction of the concept of the digitalised portals and the apathy of the employees of the record
keeping department of the organisation regarding the change of the method from the pen and paper
concept to the digitalised portals was considered to be the barrier in the implementation of the
changes in the organisation. With the idea of the barriers of the change, the senior management of
the organisation introduced the training and the developmental activities for the employees of the
record keeping department of the organisation which was crucial in educating the employees
regarding the techniques of managing the digitalised portals. At the change stage, the management
of the organisation introduced the employees to the on job training sessions and evaluated the
existences of any sort of gap in educating them regarding the incorporation of the new process. This
enabled the senior management of the organisation to evaluate the need of further development and
the continuation of the training sessions. However, majority of the employees of the record keeping
department were able to perform efficiently which led the organisation towards the achievement of
the desired success in the establishment of the digitalised portals in their process of the record
keeping and that initiated the organization to refreeze the change program. Hence the application of
the Lewin’s model of change enabled the organisation to be successful in the effective
implementation of the changes in the organisation.
Section 3:

The application of the Community Development National Occupational Standards will be of
great significance for the selected organisation in the effective management of the various activities
of the organisation. The inspection activities that the management of the organisation conducts for
the evaluation of the performances of the employees and their treatment towards the patients of the
organisation, will be notably influenced with the application of the various standards of the
organisation. The application of the “Governance and organisational development” standards will
be crucial for the senior management of the organisation in the identification of the information and
advice that will be suitable for executing the inspection activities in an efficient manner for
improving the value of their works. Apart from that, the standards will be helpful for the
management of the organisation in the management of the inspection or monitoring plan of the
services of the organisation.
Other than this, the standard has the potential to help the organisation in carrying out the
operational activities with the services providers of the organisation in an appropriate manner.
Considering the “Governance and organisational development” standards it can be said that the
standard have the potential to provide appropriate direction to the management of the organisation
that eventually helps in effective management of the challenges. These challenges are found after
identifying and inspecting findings from the resident reviews regarding the events. The application
of “understand and engage with communities” standards have significant role in educating the
management of the organisation regarding the technique of the evaluation of the concerns of the
customers. Apart from this, the “Governance and organisational development” standards have
great significance for the senior management of the organisation in the evaluation of the service
failures from the part of the employees of the organisation.
The application of “Group work and collective action” standards provide the much required
scope to the senior management of the organisation in conducting the employee engagement
sessions for the employees of the organisation and that has great significance for the leaders of the
organisation in motivating the employees and in strengthening the bond between the employees of
the organisation for improved team performances. Along with that, the appropriate application of
“understand and practise community development” standards in the operations of the senior
management of the organisation has the potential to improve the effectiveness of the operations of
the employees of the organisation. Apart from this, the “Community learning for social change”
standards have great significance for the senior management of the organisation in enabling the
employees of the organisation regarding the practice of the continuous community development as
that improves the learning of the employees in the community development in terms of the quality
of the operations and quantity.
In addition to the point of the quality in the services, the higher authority of the organisation
had the chance to create a better working environment for the employees of the organisation with
the appropriate application of “understand and practise community development” standards. The
managers of the organisation will be able to motivate the employees of the organisation with the
application of the standards which will be much required in managing the detrimental impact of the
dissatisfaction of the employees, generated due to the excessive work pressure. Hence it is pretty
evident that the standards are crucial for the improvement of the operations of the employees of the
organisation.

References:
Benn, S., Edwards, M. and Williams, T., 2014. Organisational change for corporate sustainability.
Routledge.
Gopee, N. and Galloway, J., 2014. Leadership and management in healthcare.
Jones, G.R. and Jones, G.R., 2013. Organisational theory, design, and change. Upper Saddle River,
NJ: Pearson.
Lewis, L., 2019. Organisational change: Creating change through strategic communication.
Wiley-Blackwell.
Northouse, P.G., 2012. Introduction to Leadership: Concepts and Practice.
Northouse, P.G., 2015. Leadership: Theory and Practice.
Yukl, G.A., 1981. Leadership in organisations.

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