BUS7002 Leading Transitions: Change Proposal Report, University

This report examines the transitional changes experienced by Notting Hill Genesis (NHG), a housing provider, focusing on its adoption of a new technological system (Plentific) for maintenance and operational functions. The report explores the rationale for the change, driven by cost pressures and the need for improved customer service, and discusses potential disruptions to effective leadership during the transition. It analyzes the advantages and disadvantages of the chosen solution, barriers to successful implementation, and includes a financial evaluation using capital budgeting techniques. The report highlights the importance of effective change management and employee engagement in ensuring the success of the transition, emphasizing how NHG's ability to adapt to market opportunities and technological advancements contributes to its sustainability. The analysis covers various aspects of the transitional change, including internal and external elements affecting the organization's operations and strategic performance.

Running head: LEADING TRANSITIONS
LEADING TRANSITIONS
Name of the student
Name of the university
Authors note

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Executive Summary
The paper aims at throwing light on the various aspects of the transitional change which an
organisation goes through. The various aspects can be internal and external elements. The project
will talk about a specific transitional change that is the adoption of a new technological system
for maintenance and operational function by the Notting Hill Genesis. The different aspect of
transitional change in the system of NHG has been studied. The project concludes that the
success of the company depends on how it sees the market opportunity and adopt changes in the
current system to main the sustainability.

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Table of Contents
Introduction......................................................................................................................................3
Discussion........................................................................................................................................4
Rationale for the proposed change..............................................................................................4
Causes that may disrupt the effective leadership of change initiative.........................................6
Advantages and disadvantages of each of the options considered..............................................8
Barriers to successful implementation of the change................................................................11
Financial evaluation using capital budgeting............................................................................14
Conclusion.....................................................................................................................................17
References......................................................................................................................................19

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Introduction
Every company faces a phase in which it transforms itself and move towards a modern
approach. This happens because the organisation needs to run as per the needs of the market and
the competition it is facing in the market. Therefore, they amend their approach of management,
skills and technology they use to operate the business. They transform the system because the old
system was no longer generating expected revenue and the company wants to accommodate with
the changing environment of the society.
Notting Hill Genesis is a company engaged in providing housing facilities to the lower
income group especially. The company merged with Genesis Housing in the year 2018 and
named as Notting Hill Genesis. It is located in London. The company is the member of G15
group which provides major portion of housing in London. The company deal with direct
customers, councils, development organisations and also private property owners.
Plentific.com is a start-up which provides home services to its customers. Services
includes maintenance and operational works of the housing which tenants require after starting
their living in the house. The startup entered into an agreement to one of the successful housing
company that is Notting Hill Genesis to develop a digital solution to the ongoing problem of the
company. The company was facing difficulty in managing the maintenance and repair work of
the housing which is delivered by the company. Through the website the Notting Hill can
manage all its properties digitally. The online service will help the customers to contact the trade
professionals and help them to get the maintenance and repair work for housing easily. This
partnership has helped many social landlords, commercial leaders in housing sector, project
manager, etc together (Bui and Villiers 2017).

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The new platform helps the company to reduce the time consumed in organising these
maintenance works and also the work of administration of invoicing and documentation of
different facilities.
The project will study about the barriers and influence an organisation has to go through
before and after implementing any technological change of system. The behavioural change
management system have a key role in addressing these problems if resistance from employees
are significant.
Any type of technological amendment or change can create a pressure on the manager’s
responsibility to make the change process easier within the organisation. It demands the
extraordinary efforts and innovative approach from the manager’s side such as proper conduct of
planning, organising and controlling in an effective manner. The outcome of the change of
system helped Notting Hill Genesis to reduce the pressure of cost and adapt to the regulatory
change of the external environment. The study will focus on how the company focussed on the
key problem that the NHG was facing and how it developed a solution system for it.
Discussion
Rationale for the proposed change
The company Notting hill genesis is a company which is engaged in the business of
providing real estate property to its customers. The company has 64000 properties in London.
The company has to incur a huge amount on the maintenance work of these properties until these
are sold each year. The estimated expenditure of the company in the maintenance is around
£68m. The company identifies that the company can be successful by adopting the latest and
recent technology that other companies of the same industry are operating. It also emphasizes on
the importance of better interaction with the customers and employees (Gibbons and Hazy 2017).

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The company has changed the method of allocating jobs to different employees and now have
adopted a newer system known as Plentific. Earlier, the company used to operate the allocation
of work through a software named as DLO. There must be a strong reason that the company
shifted from a well-going system to a more advanced and self-regulatory approach.
The rationale behind the proposed change is explained below:
The company was facing huge cost pressure because of the change in the regulatory framework
in which the company operates. All the allied companies in the industry are working extensively
for providing quality services to their clients. As the competition in the market has increased, an
individual company can only gain a competitive advantage if it provides quality service at a
lower cost. The adoption of the Plentific system helps the company to reduce the cost of
maintenance (Rafique, 2019).
Notting Hill Genesis entered into a partnership deal with the Plentific for providing services to
almost 32000 homes. The partnership becomes a successful association in providing
maintenance work to the clients of Notting Hills Genesis. The partnership started providing the
customized and tailored services to the clients named as the bespoke facility. Earlier, the
customers were not given this facility of customized services. With the help of Plentific, the
company is providing additional services by the experts who are renowned for the specific work
(Kahn 2019).
Earlier Notting hill Genesis was using the in house service, which was exerting an extra
work pressure on the employees. The core operations of the business are selling properties or
leasing them. The other services which are not the core operations of the company are given to
Plentific. The outsourcing of these services makes the company specialized in these services, too
(Smyth 2018).

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The better the customer experience, the more will be the reputation and goodwill of the
company. The good reputation of the company helps to generate newer customers.
As per the CEO of Notting Hill Genesis, the company wanted to adopt a digital approach in its
way it provides the services. The Plentific system helps the customers to view all the properties
using a digital platform. The task of Plentific will be managing all the bespoke properties
digitally. The digital approach saved a lot of time and resources of the Notting Hill Genesis
(Wagemann 2017).
The core business of the Notting Hill association was to sell the properties to the tenants.
The company was engaged in the temporary housing business. However, there are several other
services they had to provide, like documentation and the paperwork of the house property,
maintenance work of the property, the related banking transaction that the company entered with
its clients. Electricians work, repair works, etc. (Globerman and Vining 2017). The company was
not able to perform these services and was considering its pressure on the core business of the
temporary business (Kerzner 2017). Tenants and housekeepers, investment managers, different
investors used to ask about properties personally and face difficulties in getting complete
information about the properties. The Plentific helps these users to just use the digital platform
and get each every information of any specific property. Investors can also look at this
information before investing their money in the stock market (Mansor et al. 2018).
Causes that may disrupt the effective leadership of change initiative
When the company feels that the organization’s approach of dealing in the market is
getting old and outdated, the management and the leadership team has the responsibility to
incorporate the changes needed for improving the approach of the organization. All the
organization which is successful today have the effective leadership team in their organization

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who have faced the challenges of the dynamic environment of the market (Ahmad et al. 2017).
Notting Hill Genesis is one such example that has been successful in their approach of
implementing the change in the system very effectively with the help of the leadership and
management team (Belaid and Reguig-Mouro 2019).
The following are the issues that may arise after implementing the change of system in the
organization:
The company was providing housing facilities to the people of low-income groups. The
company keeps the same objective until now. However, the approach of providing services has
been changed a lot. The company was facing difficulty in incorporating technological change.
The chief operating officer of the company has discussed these problems in many of his
interviews. The after-sale service was creating additional pressure on the company like
maintenance of the pipeline, maintenance of electrical wires and boards, plumbing works, and
many such types of work, which every housing needs time to time. The workers specialized in
this kind of works were called physically, and the company used to send them to the customers
(Fontagné and Harrison 2017). This process was also involving the existence of mediators or
middlemen. The process becomes complex day by day when customers of Notting Hill
increased. This was the major issue the company faced before the change of system (Shia and
Chang 2017).
Any company cannot be successful in implementing the change in the organization
because employees have the tendency to resist such change. They do not think about the benefits
of the change but remain pessimistic about it. They fear that the new system or process that the
organization is going to set up may hamper their interest (Bereznoy 2018). Moreover, they fear
that they may not have the proper skills and training to adopt the changes, and thus they resist

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any type of change. The company should conduct proper meetings with the key employees and
get feedback from each employee before implementing any major change in the organization
because it is the employes who will lead the company towards the development, so their
resistance must be changed to 100 percent acceptance. This can be done through proper skill and
training to the employees so that they can adopt the change in the organization (Boon and
Verhoest 2018).
Challenges of program independencies, share prices, monitoring of each department take the
required changes, budget risk, employee attrition, pressure on help and support team, loss of jobs
for the exiting independent and local workers who were providing services to the customers of
the Notting Hill Genesis are the challenges that the leadership team might have faced (Jaillet,
Loke and Sim 2018).
The old customers trust the services of the Notting Hill Genesis. They prefer taking help
from the company, which was earlier providing them the facility of the maintenance. The
introduction of the newer technological change now giving more options to customers, but it
may happen that the traditional customers who were accustomed to taking services in a
traditional way do not like the way of giving extra effort selecting the services from the Plentific
portal. The share prices of the company may face volatility in the market. It may rise or go down
because the market is already in a dilemma of how to react to the Brexit outcomes. Many of the
households of the Notting Hill Genesis remained unsold, and the decision of the technological
change may not be fruitful in the initial years of its commencement (Barreto 2016).
Advantages and disadvantages of each of the options considered.
The business entities adopt various changes in the organization as per the need of the
hour. If the company’s research and development team are always in search of opportunities

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existing in the society, and also they look forward to different needs of advancing the present
technology used by the organization. If the organization fails to give importance to these factors,
it may face difficulty in dealing with competition in the market (Rosenbaum, More and Steane
2017). The causes of implementing change in the organization are an upcoming newer
technology, newer opportunities, competition from companies who are using an upgraded
version of the technology, and the political and legal environment, which suggests the company
to adopt change in the system for the sustainability (Lenz and Viola 2017).Implementing a major
change in the organizational system is not an easy task. The people of the company that is
employees at various level try to resist the change even they know that the change is for the
betterment of the company (Maijanen and Virta 2017).
The different approaches to implement a change in the organization are:
Proper education and awareness about the benefits of the change: the management can
reduce the resistance from the employee's side if they are educated concerning the newer system.
They should not force to adopt the change suddenly. In fact, they must be informed about the
advantages of the new system so that they can accept the change in the organizational
environment (Baudoin and Ziervogel 2017).
Efforts should be made to increase the participation of the employees in bringing the
change: the management team must include the employees’ suggestions that whether the change
will be beneficial or not, or are there any other change that would be better than the present
approach. Through this approach, the employees would build a sense of belongingness to the
change and adopt it easily once the change is implemented (Veljkovic and Budree 2019).
Providing proper skill and training to adopt the change and reduce the fear of the
employees that they are unable to adjust in the newer environment: employees must be made

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capable before launching the change so that they feel insured that they can easily adapt to the
change in the system. This can only be possible when they are provided with proper skills and
training to adopt the newer change in technology (Klettner, Clarke and Boersma 2016).
Proper agreement and documentation should be maintained: the employees who are
resisting the change in the system should be brought together, and a mitigating agreement must
be introduced, giving some benefits to them for the betterment of the whole organization.
Manipulation techniques can be used: manipulation and co-optation are the approaches that use
an unethical approach from the point of view of the employees. It involves manipulating
information so that the employees do not resist much and using the group leaders to encourage
the change among the group members (Gibbons and Hazy 2017).
The other approaches of Explicit and Implicit coercion can also be used: the managers
use a threatening approach to compel the employees to adopt the newer technology either they
can be expelled or pay badly for resisting the change (Rosenbaum, More and Steane 2018).
Advantages and disadvantages of each of the options considered above are :
The advantage of the education approach is the employee adopts the change in the system
with full dedication and will. The disadvantage of the approach is that it is time-consuming and
communication for educating each employee lengthens the process of change.
The advantage of the participatory approach is that the quality of the change plan will improve
since the employees will show every drawback of the change before its implementation. The
disadvantage of the approach is that the employees can manipulate the change of system for
fulfilling their self-interest (Jacobs, Johnson and Hassell 2018).
The advantage of the agreement- making approach is that the employees can be
benefitted from the benefits, including incentives for adopting the change. The disadvantage of

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this approach is that it can increase the cost of implementing the change in the organization. The
additional cost may create pressure on the budgetary cost and affect the overall revenue (Lapão,
Dussault and WHO 2017).
The advantage of manipulating the change is that the management of the organization can
implement any urgent change using this approach. This approach is a fast and easy approach to
incorporating the change in any system. One of the disadvantages of this approach is that if
employees get the idea, the problem can become more significant and create distrust among the
employees (Osei and Chen 2018).
However, the above approaches are from the management point, and if the organizational
approach is considered, Notting Hill can develop its own digital platform of providing the digital
services to its customers. It will help the company to save the funds which are paid in
outsourcing these facilities from the other startups. This approach of developing in house digital
platforms may incur a huge cost in the initial period of development, but afterward, it will create
revenue and reduce the cost of operations to a significant extent (McLean, Antony and
Dahlgaard 2017).
Barriers to successful implementation of the change
Every organisation evaluates the probable outcomes of any investment decision whether
the decision is concerning the change in technology or change in any other aspect of the
organisational system. The technological change requires various steps before launching it in the
company such as selecting and buying the appropriate software and hardware to support the
technology (Stouten, Rousseau and Cremer 2018). However, apart from costing of the software,
there are other barriers which management evaluates before considering any investment plan
(Alharthi, Krotov and Bowman 2017). These barriers are the reaction and reviews of the