Understanding and Leading Change: A Report on Organizational Change

This report provides a detailed analysis of organizational change, encompassing its drivers, impact, and the barriers that can impede its successful implementation. The report begins by defining change and its various types, emphasizing the importance of proactive management. It then explores both internal and external drivers of change, using Marks & Spencer and Tesco as case studies to illustrate positive and negative impacts. The report delves into the effects of change on leadership, team behavior, and individual employees, highlighting the significance of strong leadership in navigating transitions. It also examines the application of system theory and the Burke-Litwin theory in the context of organizational change. Furthermore, the report discusses various barriers to change, differentiating between individual and organizational obstacles, and analyzes their influence on leadership decision-making. Finally, it presents and compares Kurt Lewin's change model and Kotter's 8-step change model, offering practical frameworks for managing and leading change effectively. The report concludes by summarizing the key findings and emphasizing the importance of understanding and adapting to change in today's dynamic business environment.

UNDERSTANDING AND
LEADING CHANGE

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 M1 Drivers of change in the organization: -..........................................................................3
LO2..................................................................................................................................................6
P2 Impact of drivers of change on organisations behaviour......................................................6
P3 Minimizing the negative impact of change in the organization.............................................7
LO3..................................................................................................................................................9
P4 Explain different barriers for the change i.e. individual barrier and organizational barriers
and impact of these barriers on Nokia’s leadership decision-making process............................9
LO4................................................................................................................................................11
P5 Kurt lewin's change model and Kotter’s 8-step change model............................................11
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Change is defined as the new making of the inclusion in the practices which are already taken
by the organization & the new way factors of the organization. Change is constant and it is one
of the most important part of the business & the act of moving the company. It refers to the
process in making a change in the position of the organization from their recent position to new
position which they are desired of. There are 4 type of changes in the organization. Which is the
strategic transformational change, people-centric organization change, structural change &
remedial change in the organization. The planned changes refer to the action which the
organization take and the emergent changes are the unplanned changes which are
taken due to the emergency and the requirement of the situation at the moment.
Changes are positive as well as negative as they can impact in both the ways in the
organization as it need to controlled to make the best use of change and the decision
need to be taken by thinking and taking care of the actions. The report will explain the
drivers of change in the report. Further the report will explain the impact of internal and
external drivers of the change in the drivers of change in leadership and the affect in
leadership.
LO1
P1 M1 Drivers of change in the organization: -
Driver of change: - Driver of change refer to the process in which the organization
utilise their drivers and change the working strategy of the driver to improve the
operation and task in the organization. Driver of change is the change method in the
organization drivers which are affecting the company in both positive and negative
results. It is very important for the organization to change their drivers to see the
positive impact in the workplace. Company uses to change the process of working and
adopt the changes due to the lack of good result and to improve the performance of the
company. Marks and Spencer’s & Tesco both utilise the market and change their way of
working to make the best use of market with different way of working in improved
performance.
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Positive changes in Marks and Spencer
There are a lot of drivers which are impacting a positive change in Marks and spencer’s and are
also helping the organization in achieving the goals and objective. drivers are the key
performance of the organizations and it is very important for the organizations to utilize their
drivers and the change in the drivers to increase the profitability and working of the
organizations (Harris and Jones, 2018).
Technology: The drivers which create a positive change in Marks and spencer’s are the
technologies factor which help the organization in achieving the business objectives and goals
while working in the organization. the utilization of technologies and the updating of the
technologies help the organizations in improving their work and make their work faster which
help in quality services to the customer.
Human resources: Human resource is the factor and the driver which help Marks and spencer’s
in improving their work performance and utilization the human resource of the organization in
such a way that it helped the organization in improvement of working performance and helped in
gaining the business objectives and better management. Human resource provides a lot of
positive impact add marks in fencing as the people who are working for Marks and spencer’s are
very hard working and helping the organization in achieving all the business goals.
Negative changes of drivers in Marks and Spencer
Negative changes of drivers refer to the driver’s factors which provide a negative impact in the
organization’s overall objectives and goals. the negative factors and the negative driver changes
in Marks and spencer’s which impacted the working of the organizations and the changes which
brought negative impact in the marks in Spencer as follow
1. Customers add one of the major factors which have impacted the negative change in the
organizations as the change in the preference of the rest of the customers have impacted the
organizations overall objective which the organization is still trying to figure with positive mine
said (Mira and et.al., 2017).
Strategy, the pricing strategies and different strategies of the Marks and spencer’s are one of the
reasons which are affecting the organization’s overall objectives and goals and in which the
organization is trying to improve the performance of the working. Strategies are one of the major
factors of change which is impacting negative in the organization and for that the organization is
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making a lot of strategies which are impacting negative and not going according to the
companies or which are impacting negative and not going according to the company’s overall
objective
2. Lack of professionalism: - there are lack of professionalism in few of the employee and the
changes in the trends and behaviour of the customer are also increasing the negative changes
through drivers in Marks & Spencer’s.
Positive change of drivers in Tesco
The positive change of the drives at Tesco are the factors in the changes which the organizations
made to improve their working of the organisations by providing better quality and services to
their customers. The drivers which impacted positive in the organizational overall goal and
objectives are as follow
1. Management is one of the drivers which have impacted positive with changes in Tesco
because Tesco have one of the best management systems in the industries and the management
system of Tesco is working so hard to improve the overall objective of the organization and
providing a positive impact in the organization. it helped in increasing the positive changes at
Tesco and it is one of the factors which is very crucial while working in the retail industries and
have the working (Jabbour and Renwick, 2018).
2. Organizational resources is the other factor of positive change in Tesco as, Tesco is
having one of the best resources in the market which is helping the organization in achieving all
the business objectives and goals and it is also impacting positive in the organizations working
and helping the organizations to work better in the competition market and provide a competitive
advantage.
Negative impact of drivers changes in Tesco
The negative impact of drivers change in Tesco are those which are impacting the overall
organization’s goal in negative and affecting the business profit and productivity of Tesco
working in the market.
1. The negative changes of Tesco are the trade unions in the organizations which are
affecting the business of Tesco (Kansal and Singh, 2016). trade unions are impacting negatively
in Tesco and it is one of the most affecting factors which the organizations want to eliminate.
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2. New product innovations are the drivers which are affecting Tesco in a negative way
because the organization is unable to understand the importance of innovations and providing
new product and services to the customer by organization.
LO2
P2 Impact of drivers of change on organisations behaviour
Impact of change on leadership behaviour
There are a lot of changes in the organisations which take place and every organisation accept
and implement changes in the organisations to improve their performance and the functions of
the organizations to increase their productivity and profitability in the market. The change is
important cause the market is very competitive and it is very important for the organizations to
understand the criticality and for that they need a good leader who can manage the change in the
organization and make the employees accept the changes and it will help the employees and
organizations to accept the changes by running performance which also doesn't affect the
working of the organization while accepting the changes (Li, Liu, Han, and Zhang,, 2016). It is
very important to have a strong workflow and the forces in the organizations, so that the
organizations can achieve the overall goals and the objectives and maximize the profit of the
organizations with change and the leadership in the organization's management.
Impact of change on behaviour of team
Distribution of work with different strategies and the changes in the organisations is one of the
most important way of improving the performance in positive way. Organizations implement
changes so that they can improve the performance of the organizations overall and for that they
need one of the best team leaders who can take the team and the people who are working for the
organisations to accept the change and work with the change to improve the performance of
personal and professional growth. The impact of changes on the behaviour of team is that the
work will be distributed by the leader after the changes in the workforce and the leader change
and divide a proper distribution of work in different teams and different roles to each of the
teams to improve the working of company (Stanhope and et.al.,2019). Internal drivers influence
thought their involvements into the team behaviour as it increase the relationship and also help in
increasing the performance.
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Impact of change on individual
The changes in the organization and the decisions of the organizations can affect a lot in the
growth of individual who is working for them. The impact can be positive and negative for an
individual but it is very important for a good leader to motivate every employee to work for the
organization and accept the changes because changes are made to improve the personal and
professional growth of the organization and the individual as well. Changes are made to improve
the performance and it is a duty of the leaders to divide the work and provide individuals training
and development programs so that they can accept the changes which are taking place in the
organizations so that they can perform it better and with more skilled and knowledge (Li , 2016).
Tesco using system theory
System theory is one of the way in which it explained to implement the changes in the
organisations and Tesco is following the system theory to improve their performance and a good
leader in the organization helps in improvement of the systems so that every employ are the team
members, except and utilize the change and improvement of the performance in the organisations
which can help Tesco in achieving all the business goals and achievements and also help the
employees who are working for the Tesco gets personal and professional development.
Marks and Spencer Bruke-litwin theory
Marks and spencer’s are implementing this theory to improve the performance and accepting the
change in the organizations, it is the performance in change model it explained that the
component part of the organisations and the ways in which they are related to each other when
the time of change is happening in the organization.
It is one of the models of mechanism that portray the primary variables which are required to
consider in attempt to predict and explain the behaviour output of the organization. the theory
and model explain the elements and the variables which shows how the change is affecting the
Marks and Spencer. It includes the beginning and the end of the process represents the input in
the Marks and Spencer, the external environment, and the output of individual and organizational
performance (Inceoglu and et.al., 2018).
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Both the theories are very important to plan the organizations to improve the working and
planning to make the changes in the organization step by step which also provide a positive
effect while making the changes and leaders always focused on pre plans to improve the
performance of the change in positive for the organizations.
P3 Minimizing the negative impact of change in the organization
It is very important for both Marks and Spencer and Tesco to minimize the negative impact of
change in the organization so that the performance of both organisations can work positively in
market and improve their productivity and profitability.
1. No surprise please
It is very important for the organisations to never surprise their employees with a quick change
so that it can be create a conflict in the employees in the management. it can goes negative for
the employees and the management who are working in the organisations because a sudden
change can effect and negative for the organization’s performance. the top management should
discuss an create a specific time gap to implement the changes so that the employees can get
ready for the changes and accept the changes in the positive way with improvement in the work
and improve their performance towards the organization and help the organization in achieving
the goals and objective.
2. Create a culture of learning
working in the change process in the organization should we on a regular basis so that the
employees who are working for the organization doesn't get surprised to see the changes in the
organisations working. the organizations should keep a regular routine of creating a learning
culture in the organizations and accepting the changes regularly so that they are aware about the
changes which can take suddenly in the process of working in the company so that they accept
every change positively and work hard to learn the changes. it is very important to create a
learning culture in the organization so that the employees always ready to learn new ways of
working in the organization and accept the changes which organizations take.
3. Engage employer in the conversation as early as possible
It is very important for the organizations to engage their employees in the conversation as early
as possible becausw the employees need time to understand the change in the way of the
changing process as they are working as a lead. Employees work as a friend Warriors of the
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organization and produce and manufacture different product and services for the organizations
which required a possible time and a conversation with the top management to know about the
changes which can take place in future period of time and they make themselves aware about the
changes which can occur in the organization and get ready for accepting all the changes
positively and improve their performance during the change.
4. Take time to watch and listen
The management and the leaders need to take time and they should have a healthy conversation
and listen to their employees who are against the change because the employees work as a front
people for the organisations and they know better in the manufacturing and operational work
which requires a good communication with top management so that they can explain their views
about the change and how the change can impact the organization positively or negatively. A
healthy conversation and listening of the management do their employees create a good bond and
it also help both management and the employees to understand the situations and why the change
is happening.
5. Demonstrate your genuine concern
Sometimes the changes are quick and employees get surprised cause the situations which occur
in the organizations can create a huge mess and for that the management need to take different
step to implement the changes to improve the performance. for that it is important for the
management to demonstrate the genuine concern for the change in the organization which is
required for the betterment of the organizations an for the performance of employees in personal
and professional growth.
Recommendation
Changes are very important and they are very crucial for the organizations to improve their
performance. it is very important for the management to have a good and healthy conversations
with their employee because it is important for the employer to know about the changes which
can take place. sometimes the changes can be sudden but it is important for the employer to
understand the criticality of the changes and why the changes are implemented and for that the
management needs to have a good conversation with the employee and they also need to make
aware employees about the changes and why it is necessary for the organizations to accept the
change .
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LO3
P4 Explain different barriers for the change i.e. individual barrier and organizational barriers and
impact of these barriers on Nokia’s leadership decision-making process
The following are the barriers for the change at Nokia :
Lack of employee involvement – The first barrier for change is lack of employee involvement
which means if the employees at the workplace are not involved properly then they will not
encourage change at Nokia and will resist it therefore Nokia should make efforts to involve their
employees at the workplace. The lack of employee involvement influences the decision-making
of the leaders at Nokia as if the leaders want to implement new policies then the employees will
not support as they are not involved at the workplace and will resist to follow the new policies.
Broken communication – Broken barrier is also a barrier for change in Nokia as the changes
that are about to be brought up in the organization has to communicated effectively. If the
communication is not effective and not complete then the change cannot be brought up. The
leaders of Nokia has to make certain decisions regarding day to day operations and changes need
to be made to improve the operation and these changes needs to be communicated effectively
and regularly to implement the changes and if the communication is broken then it is a barrier to
change.
Lack of effective communication strategy – The next barrier for the change in Nokia is lack
of effective communication strategy. If the communication is regular but if the strategy for
communication is not effective then the change cannot be brought up. The leaders of Nokia has
to make decision regarding increasing the number of units to be produced and if the strategy to
communicate this information is not proper then the change cannot be made. And for this the
strategy of communication should be in a written format so that there are proof of it. But if the
right strategy is adopted then changes can be made smoothly.
Lack of sensitivity to employee feelings – The employee take care of the organization if the
same is done by the organization. Therefore, to bring changes in the organization Nokia should
take care of the feelings of their employees and be sensitive towards them. If their if lack of
sensitivity to employees feeling then changes cannot be brought in the organization. There are
various decision that the leaders of Nokia has to take such as making teams for accomplishment
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of a particular task and if the organization does not take care of employees feeling then the
employees will also not cooperate and will not do team work.
Undue complexity – If the organization has unnecessary complexities then it is hindrance for
change as it will be difficult to manage various resources. Therefore, Nokia should try to reduce
the undue complexity in their organization to bring changes. The leaders of Nokia has to take
decision regarding organizing resources for production and promotion and if there is undue
complexity in the organization then it will create a hindrance in making changes in the
organization and also problems will be created in managing the resources and funds for the same.
M3
The driving and resisting force field can influence the decision-making process of the
organization as it has different steps in making the best adaptation and implementation of the
changes into the organization. The force field analysis help in understanding the changes in the
best ways and it also help in making the best situations for the process. It make plan and analyse
all thee changes which are necessary for the organization and help the organization in making
good decision.
LO4
P5 Kurt lewin's change model and Kotter’s 8-step change model
Kurt lewin’s change model
The change model involves three step which includes unfreezing, changing and refreezing. the
model represents a very simple and partial model for understanding the change process in the
organization. The change model helped Nokia to understand how the change model can help the
organizations in sustainability leadership and better performance from the change (Cummings,
Bridgman and Brown, 2016).
Unfreezing: it is very important to make changes in organization, Before the changes
implemented in the organization it is important and the first step to unfreeze. cause the
employees will naturally resist change as the change requires awareness. The goal during the
unfreezing stage is to create a great awareness in the Nokia to understand the level of
acceptability by the employees in the organisations towards the change. unfreezing is the process
in which Nokia will create an awareness amongst their employees and the management that the
change can take place and make them aware about the requirement of change in the
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organizations to improve the business in the competitive market to get a competitive advantage
in the market.
Changing: After the people are unfrozen, they can ready to move towards the change as they
recognize that the change in the process in Nokia is the new state of big inning process. It is the
step of moving as changing after the unfrozen help a better implementation of change. The
changing step is the most crucial step as it is step in which people begins to learn new behaviour
and process of working in the ways of thinking word there work in the organization (Hussain and
et.al., 2018).
Refreezing: It is the final stage of the change model which explain that, the organization is ready
to reinforce and our stabilized for the new state after the change in the organization. the changes
made to improve the performance goals and structure of the organizations to improved and the
new norms in ways of working in the organization.
Kotter’s 8-step change model
1. Create urgency
While performing the change It is important for the Nokia to create an urgency of change in the
organizations and make everyone aware about the situations that the company requires a change.
it is very important to develop a sense of urgency around the need for change so that it motivates
the employees and understand their organizations required change in the working so that the
organizations can grow and help both employees and organization for better development
(Burden, 2016).
2. Form a powerful coalition
This step explains that it is very important to convince the employees who are working in the
organization and the management who are working needs to convince people that the change is
very necessary for the growth of the organisations and it can help the employees in the
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