Leading Change: Analyzing Impact on Organizational Strategy

This report provides a comprehensive analysis of leading change within organizations, focusing on the impact of change on strategy and operations. It compares organizational examples such as Tesco and Marks & Spencer, evaluating how internal and external drivers of change affect leadership, team, and individual behaviors. The report also assesses measures to minimize the negative impacts of change on organizational behavior, different drivers for change, and the types of organizational change affected. It critically evaluates the long-term implications of internal and external drivers, draws conclusions and recommendations for effective change planning, and applies change impact analysis. Furthermore, it explains different barriers to change and how they influence leadership decision-making, applies leadership approaches to dealing with change, and uses force field analysis to analyze driving and resisting forces. The report concludes by critically evaluating the effectiveness of leadership approaches and models of change management, providing a holistic view of leading change in a dynamic business environment. Desklib provides similar solved assignments and resources for students.

Understanding and
leading change

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK ..............................................................................................................................................3
Compare different organisational examples where there has been an impact of change on an
organisation’s strategy and operations.........................................................................................3
Evaluate the ways in which internal and external drivers of change affect leadership, team and
individual behaviours...................................................................................................................6
Evaluate measures that can be taken to minimise negative impacts of change on organisational
behaviour......................................................................................................................................7
different drivers for change in and the types of organisational change has affected..................8
Critically evaluate long-term implications of internal and external drivers of change within an
organisation..................................................................................................................................9
Draw conclusions and recommendations with valid justifications for planning effectively for
change and applying change impact analysis............................................................................11
Explain different barriers to change and determine how they influence leadership decision-
making........................................................................................................................................12
Apply different leadership approaches to dealing with change in a range of organizational
contexts......................................................................................................................................13
Use force field analysis to analyse both driving and resisting forces as how they influence
decision-making ........................................................................................................................15
Which leadership approaches can deliver organisational change effectively applying
appropriate models and frameworks..........................................................................................16
Make valid decisions and outcomes based on force field analysis in the context of meeting
organizational objectives...........................................................................................................17
Critically evaluate the effectiveness of leadership approaches and models of change
management...............................................................................................................................17
CONCLUSION..............................................................................................................................17
REFERNCES:................................................................................................................................19
Books and Journals:...................................................................................................................19

INTRODUCTION
The report aims to provide an understanding of leading change into organisation. Change
is necessary for a business in order to run and operate practices into competitive market. Changes
could be in products features, technology, strategies and internal operations of an organisation.
These change focus on come up with better than before aspect to analyse mistakes and
ineffective working into organisation to cover it by improvisation. This is termed as
organisational change. Therefore, this report is going to discuss about how this change influence
organisation and workforce. As, it develop new strategies, concepts and operational activities
which require initial technique to cope up with change. Therefore, Tesco is one of the leading
and multinational British organisations which maintain its brand name by regulating change
driver effectively. This will going to cover in the report about the impact of change into
organisation and how leadership affects it. There are discussion about a lot of theories and
change model that is essential to evaluate internal and external drivers, leadership approaches
and influence on decision making (Luong, and et. al., 2019). In addition to this, change leads to
many issues and problems arriving at organisation which works as a barrier to implement
strategies and boost performance. The report will identify these barriers an provide valid
recommendation for managing change and its negative impact on company.
MAIN BODY
TASK
Compare different organisational examples where there has been an impact of change on an
organisation’s strategy and operations.
Change Is the alternative term of innovation in an organisation. A business aceept change in
order to come up with something new that must give power to hold competitive advantage into
market. Change cannot be perform anonymously or an entrepreneur could not drove change
within themselves. In order to run business for long time and attain market share, change is
become a vital concept that create an innovative mange among customer. Every individuals
wants to experience something mew form the organisation every time they think for purchase,
as the market become systematic and fast forward which bring new concepts, technology an
opportunities. There is need to grab these opportunity at initial level to develop these change
properly.

There are different drivers of change which is described through using Pestle analysis that affect
organisation strategy:
Tesco change process: Tesco is one of the best multinational supermarket chain into UK. But
the company does not attain this position at initial level. It has contracted into the report of
Tesco that, in 2014 and 2015, these two year were worst for Tesco as they face ,many hurdles to
attain good market share. The company gone under losses which required innovative approach to
boost their brand name and product service into market. Their sales growth was lead to fall by
2%. There were many reasons behind this rapid fall into market growth of Tesco such are
ineffective technological advancement, impact of political interferences, Brexit impact, rise in
inflation, competition and many others. Therefore, Tesco has identified need for change in
whole of organisation process and develop strategies which are practically possible to undertake
and work properly (Mehta, , and et. al., 2020). They start focusing on product quality and
customer feedback. Their main priority are customer and their trends which needs to be fulfil.
Also, they start changing promotional activities and adopt best way which engage large audience
towards company. Tesco starts many programmes like food-to go concept, loyalty card schemes
and start taking leadership approaches to drive these changes according to the plans and
expectation.
External Drivers Internal Drivers
Technology Mission of organisation
Customer Preferences Human resources
Competitor's moves Profits Goals
Supplies instability Trusted behaviours
There is comparison of the drivers of changes which impact on different organisation process:
Change Drivers Marks And
Spencer
Drivers Tesco
Organisational
structure
Change in
technology and
assets of
The company has
a lot of
technologies and
Feedbacks and
customer
perception.
By analysing
customer
preference and

organisation. assets to run
operations but
does not keep it
updated as per
new trends which
lacks in effective
results so, the
company face
downward fall in
product sale.
undertaking
feedback
evaluates what
customer wants
form the company
whether their
product satisfy
needs or not. To
implement
change, Tesco
prefer change in
organisational
structure to make
customer wants as
a priority.
Strategic change Competition M&S have good
brand reputation
and strategies are
effective to take
competitive
advantage into
market.
Competitive
advantage
Tesco is good at
taking competitive
advantage as they
keep on focusing
market
opportunities
through making
strategies for
discounts (Schiff,
2019), schemes
cards, auctions,
free gifts and
sustainable
approaches.
Change in Pricing policy Prices of M&S is Profit margin Tesco focus on

Operations relatively low and
reasonable as
compared to their
competitors
which gives
opportunity to
attract large
audience.
high quality and
low price concept
by utilising
resources and
come up with cost
effective
solutions.
Evaluate the ways in which internal and external drivers of change affect leadership, team and
individual behaviours
There are various factors that impact on organisation change strategies and policies. With
the impact of these drivers or elements, an organisation need to keep updates about every market
factor that comes under their work boundaries. Internal drivers include organisation mission,
strategies to work, standards and provision which may affect the leadership, team and
individual performance. When change happens into organisation whether it is simple or complex,
it require new concept of development and whole functioning get re-started by initial phase. It is
not necessary that every employee could accept change quickly it depends on their capabilities,
skills and behaviour to make themselves adjust in dynamic business environment where change
management is constant. Therefore, it is necessary to look for each individual behaviour and
capabilities in order to provide guidance to overcome their challenges and issues. If it not
focused, organisation may suffer huge loss and competitive advantage from the market. Change
acceptance is necessary for employees and motivation is the key aspect which keeps them stick
to their goals and work beyond their comfort zone.
Leadership is the act of providing guidance, showcasing correct path towards success and
implementing in practical workplace under the supervision of leaders. Leader is those who
support their team in every up and down. But when organisation regulates change, these leaders
need also require time and efforts to come up with effective techniques and appropriate guidance
which makes the work simpler and performable for their team. Therefore, these change drivers
impact on leadership in terms of using new technology, enhancing inter personal skills, taking

regular feedback and understand where employees get stuck. For Example, technology is the
major driver which gets change frequently (Grootenboer, and Edwards-Groves, 2020). So that,
leaders must have proper knowledge about particular technology and try to make other
understand about its usage to be effective and versatile at workplace.
change ascertain into whole organisation in which teams are a part of these change
management strategies into organisation. Change could be in team working techniques, Time
management and adopting new ways of working in terms of technology, working hours,
resources adaptability and optimisation. The key elements which bind team together is
coordination which get dis balanced once when change regulates. So it is required for Tesco to
identify key elements that impact on team building and try to resolve them at initial level.
Training and group work activities are best actions that clear confusion, misunderstanding which
results in team maturity.
It has evaluated that, change is that factor that somehow impact on team, individual and
leadership within organisation (Campbell, 2021). It has analysed that consistency and
effectiveness is required into all the three element to achieve objectives and goals according to
desired planning. Organisation employees are the one who could implement change with their
efforts and handwork. So that, it is necessary to provide correct leadership and maintain team
coordination to eliminate negative impact and promote positivity into organisation.
Evaluate measures that can be taken to minimise negative impacts of change on organisational
behaviour.
It is necessary to identify those factors that could reduce organisation productivity and
profitability. Therefore, change is major parts of company which must be reducing its negative
impact. Tesco needs to consider various strategies and look at several points that help in resulting
positivity and great change procedure. These measures are described below:
No Surprises: this measures defines that prompt planning and surprise needs to be
eliminate from organisation practices. As this leads to Create chaos and confusion among
employees. Therefore, Tesco needs to give proper time of planning, analysing and developing
mind set of individual to accept change and different practices. It will reduce negative impact as
chances of failure would be lower down for company and attainment of great profitability with
effective planning.

Engagement of Employees: change could effectively be regulate with proper
engagement of employees. This factor work highly in Tesco, as they are the only one who
implement change into organisation so that, to be aware is necessary for employees.
Organisation needs to focus on active participation and force them to be a part of organisation
planning for change management (Hemme, and et. al., 2021). This is the best practices that solve
major problems in accepting change into organisation. When employee gets engage
Consider Notice: it is necessary to consider notice before evolving into change. Giving
notice is essential to make employees and whole management will get prepare in their strategies
find ways to overcome with challenges and solve uncertainties. There is an exception of this
measure, as business work in dynamic environment so it may not be possible to provide notice
before taking change. Tesco works on broad level which makes organisation behaviour chaotic
so it is must to consider notice before taking any actions to bear with attainment of losses.
Create a Learning Culture: an organisation needs to create an environment of learning
from the first day of employee joining. Learning habits will keep employees updates and
dedicate to adopt change and could be able to work in pressurise situation. It will help employees
to cope up with leading practices of dynamic working. Tesco maintain this factor for employees
by provide a lot of career opportunities that make employees engages and a part of training
programmes so that, the company does not suffer consequences or hurdles in changing strategies
and technologies.
Provide Career Transition Support: There is nothing better than providing support
during training and learning stages of employees. Providing career opportunities are one of the
best ways to keep employees retain and motivated. This will regulate change management into
organisation as employees will try to be creative and innovative from the initial start of journey
is the ease to get higher position into organisation. Employees are keen to enhance self-skills
which will be beneficial for both Tesco and its people.
It has evaluated that, taking corrective measures is essential for the organisation to
prevent from losses, uncertainties and negative working environment of Tesco (Dudar, Scott, and
Scott, 2017). Employee retention and their development are necessary in the era of changing
external environment factors. The more company will analyse employees need and behaviour,
the more they come close to accepting change effectively. Therefore, Tesco needs to put

emphasize on above discussed factors as soon as organisation is in requirement of change in
technology, working ways and improving internal process.
different drivers for change in and the types of organisational change has affected.
By analysing all the impact of drivers on organisation in positive and negative ways, it has
identified that, these change driver works differently for every company and gives different
impact. Therefore, it is necessary to understand how it works differently. The impact of external
and internal drivers is discussed below:
Marks and spencer:
External Driver: Competition, one of the major drivers which could impact on daily business
activity of organisation. So that, strategies must be pre-determined in order to overcome
competition.
Positive Impact: The Company will be come up with more superficial strategies and enhance
market growth (Heifetz, and Linsky, 2017).
Negative Impact: it could lead to lowers down companies’ sales and turnover.
Internal Driver: Infrastructure, in order to deliver bet change into market, this internal factor
must be work effectively to give best results.
Positive Impact: it gives rise to positive change in organisation outlets and technologies to
attract more customers.
Negative Impact: it will impact on companies image which shows poor outlook and cheap
standards.
Tesco:
External Driver: market demand and social well-being must be maintained to have positive
impact.
Positive Impact: providing products and services as per customer demand will lead to great
profitability.
Negative Impact: When company does not follow market trend and fulfil customer demand, it
will lead to create less customer engagement (Warner, 2020).
Internal Driver: Low profit margin
Positive Impact: public want money worth satisfaction, so they require less price and high
quality which enable their satisfaction.

Negative Impact: the profit level gets low and organisation would not able to invest in more
superior activities.
Critically evaluate long-term implications of internal and external drivers of change within an
organisation
This is necessary to understand by organisations that some times it is found that internal
and external drivers of change would not give an impact on organisations' operations. But in long
term period they will give an impact on operations and management of organisation. For
example, there is a change in production process of organisation for short term period which
cannot create any problem. But if this change will be continue in long term period then it will
create complexities for existence employees as may be they are not ready to accept it. This thing
can be manage by an organisation with the help of an effective planning. So that's why it is
recommended to the organisation that they need to formulate an effective planning and manage
change in the business practices.
In order to critically identify the implications if internal and external change, there are different
models and theories which are discussed below:
Tesco required identifying implication with the help of Burke–Litwen theory. It helps to
identify the change model within organisation structure of internal and external factors. Mission and Strategy: to identify organisation aims and objective, mission must be
Cleary defined for further proceedings. Leadership: leadership is most important aspect to overcome with internal and external
implication by accepting change in positive way (Trefalt, 2020). Organisational Culture: this factor needs to be updates by defining organisation culture
and standards or else is could impact negatively by not following values and beliefs. Systems: System is the process or procedure of working conditions in the organisation. Management Practice: These practices need to be in organisation favour to requite risks
and uncertainties of change.
 Working Climate: it also play vital role in delivering change effectively among
employees.

Draw conclusions and recommendations with valid justifications for planning effectively for
change and applying change impact analysis
Impact analysis provide the key areas of reason for that an organisation required to accept
change and I meant their organisational structure according to the requirement. Change is not a
complex procedure if analyse and implement in an effective manner with coordination and Unity
among individuals. It is all about applying Strategies and work on its positive implications by
going through internal and external factors (Noval, and Sharma, 2020). Tesco needs to plan
effectively to manage their change in order to increase their profit margins as well as work on
market Trends . there are some recommendations for the change which are discussed below:
The company needs to plan the change and give prior notice to the Employees so that they could
think and walk effectively for better results. The company needs to focus on Cost efficiency by
analysing areas of mistake from root cause and implement strategies to overcome with losses.

Explain different barriers to change and determine how they influence leadership decision-
making
There are different barriers of change which create influence on organisational leadership
decision making. The change is not easy to implement in to the organisation as it developed
sense of urgency , analyse market requirement , build up effective strategy and implement the
actions in a desired manner. There are mainly leads to various types of barriers which are found
to be most influencing for organisation those are individual and organisational barriers. An
organisation only work on the behalf of their employees and individuals who perform their best
role to deliver organisation strategies into practical formulation Individual barriers are define as
the working criteria employees has set. It shows that the employees do not want to work apart
from the specialised area of working and respect themselves to perform any task. Whereas the
organisation barriers are those in which organisation does not want to late employees participate
in two different work. It shows that organisation does not maintain a positive and equality work
environment which is not beneficial for the success of Change management. As change could
only be applicable when employees come up with their comfort zone and ready to perform
different task to boost their knowledge and capability. The individuals suffer from many in
capabilities in terms of behaviour, attitude and mind set and knowledge that stop their growth
and inefficient to adopt dynamic working environment. Whereas, organisational barriers are not
beneficial for leaders as they restrict employees for active participation which leads to the
motivate them (Darko, Zhang, and Chan, 2017). Leaders could not perform their role as
employees would not get ready to work in such environment where there are no opportunities for
them. Tesco is the large British multinational Supermarket which requires effective leadership
style to handle all the department of operation simultaneously. Therefore accepting change is
necessary within leadership decision making that shows how these leaders regulate or make their
team understand about new products Kama Strategies and ways of working.

Apply different leadership approaches to dealing with change in a range of organizational
contexts
It is necessary for an organisation that leadership plays an important role in accepting of
change by employees. It also gives a great contribution in growth and development of an
organisation. In Tesco, due to COVID-19 it is identifying that they committing a new
programme in which they have to improve health profile by 2025. For that purpose, Tesco is
using different leadership approaches and models that helps them to deal with changes. The need
of models and approaches is required because in Tesco there are number of employees who are
working, but it is not necessary that every person is ready to accept the change. There are some
people that are not accepting changes. So that's why there are some important models and
approaches which are mentioned below:
Situational leadership
This is the most widely used approaches by organisation in which leaders of the
organisation can easily handle all the situations in an effective manner. Situational leadership is
helpful in tackling of various situations that include the situation of change acceptance. There are
many employees of Tesco who are not ready to accept the change in company that's why Tesco
is using this approach in order to make them accept the changes. This leadership approach is
useful as it suggests that every person can change their leadership style when they realised they
need to change. This is the framework that used by organisation for their leaders so that they can
match their behaviours with their performances.
Advantages
 This is an flexible approach for organisation which they can easily use in their course of
action.
 It encourages coordination and collaboration in team members that improve productivity
and efficiency.
Disadvantages
 It only focuses on short term goals which results in overlooking of long term goals.
Apply Kurt Lewin’s change Model
It is very necessary for Tesco that they should apply Kurt Lewin's change model as it
useful for the purpose of changing the business environment in an effective way. It is identified
that most of the employees are not ready to accept then change as they make some restriction

around them. This model is very necessary to apply in the working conditions so that every
employee is ready to accept the change. It consists of three stages that are explained in below
points:
Unfreeze: It is the first stage, which is very critical in the entire change management
process. This stage is trying to motivate and encouraging the employees of Tesco that they
should accept change as it is the necessity of organisation (Marson, 2019). Company is trying to
change the mindset of employees so that they get ready for accepting change.
Change: In this stage, people are unfrozen and company is implemented their change in
the environment. It is very necessary for leaders that they should considered some important
points such as careful planning, encouraging engagement, and effective communication (Alam,
2020). These considerations helps Tesco that they can convince their employees in order to
accept the change.
Freeze: Now this is the final stage in which now people accepting the change and
organisation refreeze them in the change environment. The people are ready to accept the change
and they are starting to work in the change environment.
Kotter’s 8-step change model
In Tesco, this model is effective in order to manage the change properly and effectively.
It consists of 8 steps that helps Tesco to implement change in an effective way. All steps are
effectively explained below:
Step 1: Create the sense of urgency
The organisation needs to analyse need for urgency for change in order to ascertain
market opportunities by analysing market environment. It is the first stage to think and plan for
enabling change.
Step2: Build up the team
After identify what change is necessary in a business environment, the organisation needs
to set the team and regulate mission of the company.
Step 3: Create the Vision

Organisation needs to come up with a clear vision and of growth they want to achieve by
enabling change in the organisation. It is required to regulate this version in all over the
organisation so that employees work according to company's vision.
Step 4: communicate the vision
Not only the managers or top authorities are entitled to know about companies in mission
and vision, but employees are also needs to be communicate thoroughly about the target. Tesco
implement diversify product strategies by clearly stated about the requirement of change to their
employees and leaders in order to work for the same.
Step 5: Empower the action
Once all the change Strategies and working criteria gets clear to the Employees and
managers, Tesco need to undertake actions and try to make possible efforts for eliminating
hurdles and issues to implement these changes effectively.
Step 6: Short term goals
Once change has been implemented, the organisation needs to empower short-term
achievements which will keep employees and managers motivated towards working (Tang, and
et. al., 2019) (Tamir, andGanon-Shilon, 2021). The problems and issues will clearly come out to
put focus on better results.
Step 7: Build on change
It is about maintaining long term efforts in order to build the change effectively into
organisation. Organisation will take growth only by inserting long term efforts and not just
expecting profits in a quick time period.
Use force field analysis to analyse both driving and resisting forces as how they influence
decision-making
Force field analysis work as a framework that shows how the factors influence in different
situations. It helps in identifying the root cause areas through which organisation may need to
improvise and change into the whole operation. This analysis is the criteria of self-assumption
through which managers and leaders decided to put focus on ineffective areas which require
more prominent result (Spoeri, and et. al., 2017). It is the best way to resolve the barriers of
change for test score by applying both driving and resisting forces. After analysing the root cause
of an effective working, Tesco would realise the requirement of change in product or service

infrastructure and Technology so that decision making would be in favour of organisation
profitability.
Which leadership approaches can deliver organisational change effectively applying appropriate
models and frameworks
Leadership play a vital role to deliver and implement change with accepting the
requirement of organisation. There are various leadership approaches that worked effectively for
that go to provide correct information arguments and techniques for working. Change
management is required to improvise the existing factors and environment of business that may
result in more prominent growth in future. One of the best model of delivering change is Kurt
Lewins change model in which all the stages are provide appropriate techniques for enabling
change in the organisation (Youell, 2020). The model Kotter’s 8 step in which all the stages are
required to carry out change procedure in a well manner. These stages influence leadership by
showing company's mission vision building them, stick to change and communicate all the
strategies for better result. It is beneficial to eliminate barrier of communication gap and promote
high standard of working.

Make valid decisions and outcomes based on force field analysis in the context of meeting
organizational objectives
In order to achieve organisation objective comma force field analysis is found to be beneficial to
analyse the requirement of change and find the mistakes from its root cause (Douglass, 2017).
The managers will analyse where the employees are lacking productivity and does not fulfil
appropriate targets they try to find out the problems and issues which creating tension for
employees. Analysing these issues and the reason for lack of productivity is necessary to come
up with effective solution which is known as change.
Critically evaluate the effectiveness of leadership approaches and models of change management
Leadership is a most vital function as well as a prominent part of an organisation to deliver
information, guidance and commands for employees and make them familiar about
organisational goal commission and objective to work in that manner. There are several models
of change which influence leadership approaches, Kotter’s 8 step model and Kurt Lewins theory
are found to be most effective which leads a direction for implementing change with required
technique (Gibbs, 2021). A leader needs to undertake these approaches while motivating and
instructing their team about performing more relevant task in order to achieve organisational
goals and objectives. Therefore, the productivity and success of organisation are in hands of
leaders which show how their approaches influence and initiate employees to take participate in
the Change management of Tesco.
CONCLUSION
The report has concluded that change is necessary in the current dynamic environment. To serve
better and valuable experience into society, organisation need to develop change strategies in the
reference of applying various leadership approaches and models. Therefore, it has identified that
the company requires acknowledging all the internal and external factors which may impact
positively and negatively for change drivers. Also, apply quarters its step model and curd lemon
story will be beneficial to achieve complete objective with implementing change for smooth
functioning and identify mistakes from the root cause.

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