Unit 17 - Understanding & Leading Change: Morrisons Case Study

This report provides a comprehensive analysis of the drivers of change and their impact on Morrisons, a major UK supermarket chain. It begins with an overview of the organization and its change processes, followed by a PEST/SWOT analysis to identify key drivers of change. The report evaluates the drivers and impacts of change on Morrisons' organizational strategy and operations, comparing the effects of change. Furthermore, it examines how change affects leadership, individuals, and team behavior within the organization. The report also evaluates measures taken to minimize the negative impacts of change and the application of appropriate models for efficient change planning and processing. Finally, it critically evaluates the long-term implications of change, providing conclusions and recommendations for minimizing the adverse effects of change through effective planning and management.

Unit Number and Title Unit 17 –
Understanding &
Leading Change
Title Drivers of Change
and Organisational
Impact (Part 1)
1

Table of Content
Assessment Part 1
1.0 Introduction 3
2.0 An overview of the organisation and it’s change processes 5
3.0 A PEST/SWOT analysis to be undertaken to identify drivers of
change 7
4.1 An evaluation of the drivers and impacts of change and how
they have affected organisational strategy 8
4.2 Comparing the impacts of change and the effect they have had
upon the organisation’s strategy and operations 10
5.0 Evaluation of how change will have affected leadership,
individuals and team behaviour 12
6.0 An evaluation of how the impact of change was minimised and
the application of appropriate models applied to plan for and
process change efficiently 12
7.0 Critical evaluation of the long- term implications of change to
inform conclusions and recommendations for minimising affects of
change through effective planning and managing change, including
change impact analysis to identify potential risks of change 13
8.0 Conclusion 13
References 14
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1.0 LO1 Compare ways in which change impacts on an organisation’s strategy and
operations
1. Introduction
organisation is a group of individuals where they work with the purpose of
organisational development. Organisation is considered as an association of structure, design,
culture that help to identify all business activity in the discipline manner. it is very essential
for an organisation to adopt changes as at any point it become necessary for them to adopt
change in order to accomplish their target within in a given time period. These changes are
the action course that help to gain some profitable advantages. The organisation selected in
this report is Morrisons, which deals in retail industry as it running their supermarket chain
world wide and it is established in U.K. This report will cover impact of organisational
changes, internal and external drivers of change impact leadership, negative impact of
organisational changes, different barriers to changes that impact decision making and
different approaches to deal with the organisational changes (Borgers and et. al., 2018).
P1 Compare different organisational examples where there has been an impact of change on an
organisation’s strategy and operations.
Every organisation need to an appropriate business strategy to maintain its overall
operational activities. The business strategy are used to balance and maintain overall business
process related to the production, manufacturing, marketing, finance department and many
HR. There are many types of organisational change that are mentioned below:
Types of organisational change
 Strategic trans formal change- In an organisation all change are not
transformational as they affect only some aspect of business. The strategic trans
formal change take place, when a company update its mission in order to grow,
introduce new technology, start employee training and development plan for new
skills.
 People- centric organisational changes- When the changes impact peoples, then the
people- centric type of an organisational change involve instituting the new parental
leave policies and bring new hire. These change take place when a the new team
members are required, change role and responsibilities of employees, employee's
training programs for new skills (Galy, 2020).
 Structural changes- These changes involve to major shift within the team
organisation, management hierarchy and responsibility attribute to different
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department. Theses change emerge at the time of merger and acquisition, creation of a
new department and team, changes in organisational chart and other etc.
Morrisons contain the people- centric organisational changes as they implement some new
policies due to which they have to training their employees in order to make enable them to
adopt these changes.
Kubler- Ross Change curve in organisation
This model describe an internal emotional journey of an individual that they experienced
during dealing with changes and look to adopt this changes process. This journey contain five
phase which are given below:
 Denial- It is the first stage, it function as buffer after the unexpected or shocking
news, allowing an individual to collect himself and mobilize other with time
(Humphreys, Healey, and Heward‐Belle, 2020).
 Anger- After understand the situational gravity, an individual become angry and look
for someone to blame.
 Bargaining- In this stage, the anger passes away and think about different way in
order to postponed inevitable by trying to find out best thing that left in situation.
 Depression- At this level, an individual tend to feel regret, fear, sadness and many
negative emotions.
 Acceptance- In this, people realize that the changes are not going to make grief go
away and they accept the situation by resign it.
Morrison adopt these changes to spread awareness about positive impact of these changes so
that its workers can accept these changes and change process. The manger of respective
company modify some strategies to operate its activities smoothly (Kabat and Hagedorn, ,
2018).
M1 Assess the different drivers for change in each of the given examples and the types of
organisational change they have affected.
In order to understand the change, there is need to know the key drivers of these
changes. The understanding of key drivers help to determine that what type of changes the
organisation is dealing with. Changes are like a phenomena which generally transform
different aspects of an organisation in order to easily match with the change sand its
environment to fulfil customer's requirement. The key driver of changes are mainly
customers, technology, legislation and many more. Morrisons undertake the strategic
transformational change as it help them to conduct its business operational activity
systematically. The respective company also consider the people centric change in order to
easily determine the customer's requirement and according to the organisation do some
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change. Morrisons get affected by the technology change drivers as it bring new
technology due to which they have to invest more in this and conduct training session to
train its employees.
2.0 A PEST/SWOT analysis to be undertaken to identify drivers of
change
Everywhere the change are very essential to get an effective result. The organisation
require to adopt the change in order to improve its overall condition in market place. The
change bring both positive and negative outcome so it is significant to maintain the change
situation in effective manner. The manger of Morrisons adopt these changes for the
organisational welfare. There are the external and internal drivers of Morrisons are mentioned
below:
SWOT analysis
Strength Weakness
 Morrisons is a biggest supermarket
company in United Kingdom and
listing on the London Stock Exchange
and FTSE index.
 It offer a large variety of products
portfolio such as food, music, cloths,
beverage and other etc.
 It has a efficient supply chain with
distribution network as it has more
than 500 stores with employees
strength over 130000.
 It has limited geographical reach in
comparison to other big brands.
 It is lacking in effective online
presence. It is a big challenge for
Morrisons as its website crashed
recently and asked to customer for try
again.
 There is lack of the consistency in
satisfaction of its customers . It was
voted UK's worst high street store
(Kaufmann, and Tan, 2021).
Opportunity Threats
 It has an opportunity to tap the
growing market in organic products.
And also expand its business to boost
 Increasing market share of its rivals
may impact the margin of Morrisons.
 Changes in government policies and
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overall business performance.
 It can acquire the small companies
and strategic partnership to grow its
business and enhance productivity.
 It can use the e commerce platform
because the online, convenience and
discount channels as these are a
fastest rapidly growing sector within
U.K.
tax increment affect the respective
company with new regulations.
 New emerging business with e
commerce companies may impact the
business of all physical retail store.
PESTLE analysis
 Political factor- These factor play an important role to determine the components that
affect Morrisons long term profit ability within market or country. It the risk of
political system as it is operation in the retail in several countries (McEntee-Atalianis,
L. and Vessey, 2021).
 Economic factor- Macro environment element such as saving rate, inflation rate,
foreign exchange rate, interest rate and the economic cycle identify aggregate demand
with aggregate investment within the economy. Morrisons can uses the country's
economic component such as retain industry growth are and consumer spending to
predict the growth trajectory of organisation. If the inflation rate will be increased
then the company have to raise its product's price due to which it may lost its
customers.
 Social factor- Society culture and the method of doing something impact the
organisational cultural within environment. Morrisons understand its customers and
design marketing message for the retail industry customers. It get impacted by their
attitude and beliefs of of the population with their changing behaviour.
 Technological factors- This element disrupting several industries across world- wide.
It contain new technology and adopt the technological advancement. An organisation
should analysis the technology and the speed at which it disrupts a industry. In
context of Morrisons, it adopt the high level technologies that are very helpful in
operating its business activities around the global.
 Legal factors- This framework is not robust enough in order to protect intellectual
property of the organisation. It involve the authorities and rights of an organisation
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which the government formed. Morrisons must consider the discrimination law,
employment law, data protection, health and safety law, anti- trust laws in the retail
industry or overall within country (Priyanka, 2019).
 Environmental factor- Different market have some different environmental standard
that can affect the organisational profitability in these market. Before enter in a new
market a business should carefully evaluate and determine the environmental standard
which are need to operate in these market. Morrisons considering the natural
environment and working by focusing on the health and appropriate atmosphere.
P2
4.1 An evaluation of the drivers and impacts of change and how
they have affected organisational strategy
 Individual- When an organisation try to adopt some changes in their operational
activities, then it is essential that the employees also do some attempt by their own in
order to easily adopt these changes.
 Leadership- A leader manage all activities related to the employees in a effective
manner and also help them to adopt the behaviour changes of employees yo adopt
change very easily.
 Team- Often, the changes are risky at Morrisons but the employees do not have any
other option than to accept them. The team members can use the strategies to make it
possible to consider the organisational changes in effective manner (Rukato, 2018).
Comparison between two organization
Basis Morrisons Tesco
Changes within external
factors
In external factors there
different components such as
political, social, legal,
economical, environmental
and many more. Change in
country's economy and tax
impact the business strategies
and its operation because the
Tesco also experienced these
change in macro
environmental or external
factors like political factor as
it impact its business
adversely. The social factor
impact this business as there
is a change in customer's life
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organisation is unable to meet
tax rate and could not
perform its business activity
efficiently. In context of
Morrisons, it is essential to
take some specific steps in
order to change so that it can
mange the operational
activities efficiently.
style due to which it
manufacture the product
according to the demand in
market.
Structure A business can implement
appropriate organisational
culture as it help them to
mange all action course with
delegation of authorities. In
relation to Morrisons, it used
the centralized structure as it
help to to strategic planning
and also maintain the overall
business operations.
Tesco uses the hierarchical
structure in its organisation. It
is useful for them to operate
its activities in effective
manner. The manger of Tesco
follow working strategies as it
assist to manage employees
related operations.
P3
Evaluate measures that can be taken to minimise
negative impacts of change on organisational behaviour.
The organisation undertake various strategies and task to enhance its success rate.
There are several activities that help an organisation to address need of changes according to
time. These change give both positive and negative outcome. Therefore it is essential for the
Morrisons to utilize those effective strategies that help them to minimize negative impact of
the changes at work place. There is explanation of several techniques that help to reduce the
affect of changes.
 Analyse the direction- It is very significant to analyse the path and follow blueprint
of action plan in order to minimize the risk of change. By this, an organisation
affectively follow the guidelines by doing some changes based on the organisational
needs. In context of Morrisons, it analyse all proper directions that help its manger to
minimize all negative impact of the change.
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 Discussion with employees- In an organisation, it is very essential to make aware the
employees about changes so that they can understand positive and negative impact of
the changes. It also make able them to understand that why they should adopt these
changes. The manger in Morrison conduct a meeting and discuss about changes and
also share the suitable strategies that help them to accept these changes.
Bruke Litwin Model
This model developed by two organizational change consult in 1992. the HR manger
of an organist ion use this model to understand important of the employees and power of the
work allotment s it help them to create a positive working environment. This approach use
particular factors such as macro environment of an origination, leadership strategies and
organizational mission. These elements are discussed below:
 Leadership- In an origination, it is mandatory to follow or adopt a specific leadership
style in order to attain its mission and also obtain a high lever growth. There are many
important leadership style like transformation, autocratic and democratic as these are
very helpful to provide a proper direction of its employees (Shannon and Frischherz,
2020).
 External factors- These are the macro-environmental factors including social,
technological, political and environmental factors. The organization need to focus
these component s it directly impact the company's development. Morrison analyses
impact of these elements and modify its strategies as per the factors. They can use the
developed technology and software to access the work easily. Mission and strategies- The leaders and mangers of an organization are accountable
or responsible to accomplish its mission statement. Morrison improve its product's
quality and provide high quality product to its customer at lower price in order to
attain the organizational mission (Straatmann, and et. al., 2018).
4.2 Comparing the impacts of change and the effect they have had upon the
organisation’s strategy and operations
M2 Critically evaluate the long-term implications of internal and external
drivers of change within an organisation.
External or internal drivers of changes are consider as the macro and micro environmental
factors. In context of Morrisons, the implications of these changes are given below:
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 Changes in the competitor drivers- These drivers use externally and internally so
that the organization can determine market status of its rivals.
 Changes in the customer drivers- It address the customer's need so that the
organisation is able to lead its long term success.
 Changes in the technological drivers- These drivers help to adopt new advanced
technology so that the Morrisons can operate its business effectively and promote its
product through digital marketing platforms.
Morrisons, uses competitive drivers to analyse marketing position of its competitors in order
to gain competitive advantages. Morrisons, uses customers driver change driver by satisfy
customer's meed to attain a big growth. Morrisons can use technological drivers to operate its
business effectively and promote its product through digital marketing platforms. These
changes impact the Morrison's polices as to competes with the competition it has to
change their marketing strategy and adopt new technology to survive in the market.
D1
Draw conclusions and recommendations with valid
justifications for planning effectively for change and
applying change impact analysis.
Do it the analysis overall and give your recommendations
On the basis of above discussion, it is find out that the changes are very essential for
an organization as it help them to change whole scenario within the organization in a positive
way (Wang, Wang and Liu, 2021).The change management is necessary in an organization
and its process should be consider because it will help the workers to modify their behavior
and attitude so that they can adopt change. By analysis the overall impact of changes process
it is analyzed that to bring any change in the organization the company should make an
effective plan so that employees adopt new changes with a positive point of view.
Recommendation
 It is suggested to the Morrison that it should adopt the kubler Ross Change curve
model in its business as it is very helpful to understand the changes and will be
beneficial for their organization.
 Before applying any changes, they must consider its positive and negative impacts on
their company. And analyze carefully it other affects regarding employees or
management.
 They should educate their employees in order to make enable them to accept the new
organizational changes. For this, respective company should conduct effective
training sessions.
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5.0 Evaluation of how change will have affected leadership,
individuals and team behaviour
The organisational change impact team, individual and leadership behaviour in both
positive and negative way. They have to do some effort in order to adjust with new changes.
There is possibility to resist change by the employees as they feel insecure to their job and
can not adopt the new changes. It also affect the leadership style and their decision making
process. Due to this, it can impact their potential productivity and ability to perform well.
6.0 An evaluation of how the impact of change was minimised and
the application of appropriate models applied to plan for and
process change efficiently
The impact of change can be minimised by making aware the employees about
positive affect of these changes. The company should discussed with its employees about he
change and make enable them to adopt these changes by conducting the training and
development program in order to enhance their skill for adjusting with the changes. There are
two theory that can minimize impact of change at workplace
 The Bruke Litwin Model- It is helpful to overcome from the negative impact of
change as it help the management to understand positive working condition and uses
some specific approach to eliminate negative impacts.
 Kubler ross model- It make easy to understand the situation and implement it
effectively. It make the entire journey of change process smooth and successful by
relating personal and professional lives.
7.0 Critical evaluation of the long- term implications of change to
inform conclusions and recommendations for minimising affects of
change through effective planning and managing change, including
change impact analysis to identify potential risks of change
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The change in an organisation is important for the overall development but the long
term of change lead to experience negative emotions by employees that will be be result use
sick time , and possibilities of employees turnover. To minimise the affect of change it is
recommended that the company should plan some development program to increase
employee's knowledge and they should identify the risk of change by the external and
internal factor analysis to operate the business efficiently. They should conduct some training
program in order to make understand its employees about the advantages of new changes in
the organisation. They can minimise these impact by adopting some effective strategy.
( Yang, Tang, Chao and Li, 2021).
8.0 Conclusion
From this report it is concluded that changes are very essential in every organization
as these are beneficial for the company and employee's development. The external or internal
changes also impact company's leadership style and employee's behavior, so to reduce the
negative impact on the organization the company should implement some strategy. The
changes are get impacted by different barriers that affect the organisational leadership
decision making process. For this, a organisation should bring change after evaluate them
carefully an their impact on the organisation to run their business efficiently.
References
Borgers, J. and et. al., 2018. Can we consider changes in sports participation as institutional
change? A conceptual framework. International review for the sociology of sport,
53(1), pp.84-100.
Galy, E., 2020. Perceiving Value In Organisational Innovation: Building A Culture Of
Change. International Journal of Innovation Management, 24(03), p.2050071.
Humphreys, C., Healey, L. and Heward‐Belle, S., 2020. Fathers who use domestic violence:
Organisational capacity building and practice development. Child & Family Social
Work, 25, pp.18-27.
Kabat, L. and Hagedorn, K., 2018. Privatisation and decollectivisation policies and resulting
structural changes of agriculture in Slovakia. In Agricultural privatisation, land
reform and farm restructuring in Central and Eastern Europe (pp. 229-276).
Routledge.
Kaufmann, U.H. and Tan, A.B., 2021. Data Analytics for Organisational Development:
Unleashing the Potential of Your Data. John Wiley & Sons.
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McEntee-Atalianis, L. and Vessey, R., 2021. Using corpus linguistics to investigate agency
and benign neglect in organisational language policy and planning: the United
Nations as a case study. Journal of Multilingual and Multicultural Development, pp.1-
16.
Priyanka, B., 2019. Positive Organisational Practices in Indian Engineering and Technology
Institutes A Model Building Approach.
Rukato, T., 2018. An investigation into the impact of Enterprise Resource Planning system on
organisational performance: a case of First Mutual Life (Doctoral dissertation,
BUSE).
Shannon, N. and Frischherz, B., 2020. Organisational Transformation—Going Digital. In
Metathinking (pp. 83-105). Springer, Cham.
Straatmann, T. and et. al.,2018. A configurational perspective on the theory of planned
behaviour to understand employees' change‐supportive intentions. Applied
Psychology, 67(1), pp.91-135.
Wang, S., Wang, J. and Liu, X., 2021. Organisational management mechanism of smart
supply chain innovation. International Journal of Modelling in Operations
Management, 8(3), pp.313-330.
Yang, H., Tang, M., Chao, X. and Li, P., 2021. Organisational resilience in the COVID-19: A
case study from China. Journal of Management & Organization, pp.1-19.
Table of Content
Assessment Part 2
1.0 Introduction 16
2.0 Application of force field analysis to determine opposition and
support for change 18
3.0 Use of force field analysis to make valid recommendations for
meeting the organisation’s objectives 18
4.0 An explanation of the different barriers to change and how they
influenced decision making and leadership 19
5.0 How was change accomplished and how successful was it? 20
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5. Advantages and disadvantages of different leadership
approaches to dealing with change, illustrated by application to a
range of examples 21
6. Critical evaluation of different leadership approaches and models
of change management 24
1.0 Introduction
The changes are wide effort of organisation to enhance the organisational and individual
effectiveness. These change focus on both the macro and micro environmental factors. The
company chosen in this study is Morrisons which a retailer company in U.K. This report will
cover the changes barriers force field analysis, advantage and disadvantages of leadership
with different approach of change management (Callaghan and et. al., 2021).
P4 Explain different barriers to change and determine how they
influence leadership decision-making in a given organisational
context.
 Pre emptive changes- When an organisation embark of the transformation during
outperforming their industry, then the transformation can be define as the pre-
emptive changes.
 Proactive change- these changes are initiated by the organization as it is desirable to
do so and plan ahead in order to mange or avoid any future problem (Clark, 2021).
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 Responsive changes- it require many things as seeing and understand changes which
occur in its a broadest context and also boiling it down to very essence before the act
upon it.
 Reactive changes- These are initiated by the organization because these are made
essential by the outside forces. It practice after the threat and opportunities has already
occurred.
Adaptive change- These changes require the new learning for a problem definition and its
solutions (Kaptijn, 2021).
Constructive changes- It is a situation in which a contractor perform their work beyond its
contract requirement without any formal order.
Barrier and resistance to change
Competitive force barriers- In this, these are created by competitors and impact the overall
operational working system in an organization. The Morrison consider these barriers and
focus to its rivals like Sainsbury, Tesco etc. This company uses an appropriate strategies in
order to avoid the barrier force.
Resistance of change barriers- Mostly workers resist changes because they do not want to
adopt changes. For Morrison it is a big barrier as it impact overall productivity of its
employees or workers ( Khattak, Abbas and Kaleem, 2019).
For Morrison the external barriers are foreign policies and regulation as it is very difficult
work with different policies and laws. Due to this, it has to face many challenges to operate
their business outside the country.
Force field analysis
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It is a useful model as it help to make an appropriate decisions and the manger of a
company consider it because, this model help them to maintain changes situation by
removing barriers effectively. Force field model is proposed by Kurt Lewine in 1940, it
contain various steps that re given below:
 Define problems- In this first step, an organization identify its problem of change and
use the appropriate strategies. It is suggested that separate between situations which
contain the certain problems and working well.
 Define change objective- The befits that can be gain for the startup after the changes
are implemented. It is important to identify the factor which can influence the change
 Identify driving changes- It is essential to determine the elements and pressure
which support the direction of changes. Consider the relative forces strength list them
down to force field analysis and find inter relation among them.
 Identifying restraining forces- After listing factors and pressure which support
changes, list down those which resist the present situation by finding inter-
relationship among restraining forces.
 Develop comprehensive change strategy- It include the consideration of some
consequence during equilibrium forces are reformed.
2.0 Application of force field analysis to determine opposition
and support for change
3.0 Use force field analysis to analyse both driving and
resisting forces to show how they influence
decision-making in a given organisational context.
There are many factors that resit changes in organisation and analysed the
force field model to evaluate those factor which resist to changes and equilibrium
them so that the external and internal factors can operated in business by understand
different drivers of changes. In fifth step, it start defining the challenges and end in to
develop a comprehensive changes in order taken major decisions effectively.
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Therefore, the operational activity of a business can run in long run by understand the
drivers of changes.
4.0
5.0
6.0 Use of force field analysis to make valid recommendations for
meeting the organisation’s objectives
The force field analysis is used by the organizational to distinguish that factor within an
organization or situation ot drive an individual towards and away from the desired state and
that oppose the driving forces (Pirayesh and Pourrezay, 2019). It is recommended to the
company to use this model in order to achieve the organizational goals with new changes.
D2 Make valid decisions and
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outcomes based on force field analysis in the context of
meeting organizational objectives.
With the help of force field analysis model, a company can determine the problems
with its solutions in order to move ahead and accomplish the goal of an organisation. This
analysis also help them to identify the problems, driving and the resistance forces with help
of which they make an appropriate strategies to meet overall objective of the organisation in
appropriate manner.
Recommendation
 Therefore it is analysed that the respective company should make the policies to adopt
new changes by using the force field analysis. (Stanculescu. and et. al., 2021).
 It also should make its structure plan to implement changes at effectively in several
operational activities that help to build a reputed brand image within the market.
7.0 An explanation of the different barriers to change and how
they influenced decision making and leadership
P5
Apply different leadership approaches to dealing with change in
a range of organizational contexts.
• A 7-Step Decision-Making Strategy
• To avoid making a bad decision, you need to bring a range of
decision-making skills together in a logical and ordered
process. We recommend the following seven steps:
1. Investigate the situation in detail- The Morrisons should investigate current
situation of their plane in detail. They need to know what is their plan and how to
adjust with the situation.
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2. Create a constructive environment- For this, they have to generate a suitable
atmosphere such as train their employees and arrange their resource respectively
(Woods, 2019).
3. Generate good alternatives- They should have enough alternates to take a final
decision. If one decision not suitable then they require other option in order to finalise
their plan.
4. Explore your options.- They should analysis their ideas by exploring them to team
members and represent the idea for taking an effective decision.
5. Select the best solution.- After analysis all alternative ideas carefully, they need to
chose best one option to execute their plan or take decisions.
6. Evaluate your plan- At this stage, they should evaluate their plan whether it is
appropriate or need some changes. They require to examine their strategy to execute
their plan.
7. Communicate your decision, and take action- At final stage, by analysis all the
process that communicate their plan to the whole team and other employees in order t
take final decision
Participative leadership style
This leadership style is also know as the demographic leadership where all
workers complete the give task together. allow the organisation to work together and
all employees work as a team. They discussed any task or project in a group by proving
information and share their different ideas or thoughts.
Morrison should adopt this participative leadership style as it will help the company to
take a decision effectively by having more knowledge and information . It also defined
roles requiring little management.
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8.0 How was change accomplished and how successful was it?
The change can be accomplished successfully in an organization by clearing describe
the change to business goals. The company should identify its impact that affect a its
operation activity. They should communicate an effective strategy in order to implement a
support structure. By measuring the change process effectively the change become successful
in an organization.
9.0 5.1 Advantages and disadvantages of different leadership
approaches to dealing with change, illustrated by application
to a range of examples \
Advantages
 Lead to increasing in productivity.
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 It is helpful to boost the employees moral.
Disadvantages-
 Foster a clash of the personalities.
 Take more time to away from the performing task.
10.0
M4 Evaluate the extent to which leadership
approaches can deliver
organizational change effectively applying
appropriate models and frameworks.
A leader by having string leadership style skill has the ability to motivate its
subordinate easily and apply the effective changes within the organization. The effective
leader face the challenges that are emerging due to change and make it is possible to
implement these changes effectively.
Democratic leadership style- In this, the team members are consider as a part of decision
making and they are free to share their ideas or suggestion during the task.
 Advantages- In this, there are different ideas and thoughts are shared among one
another which is very effective and productive.
 Disadvantages- It is very difficult to maintain co ordination among the team
members as they are agree and disagree on a topic.
Autocratic leadership style- In this style, only the leader has the right to take any decision
wand the whole team has to follow leader's instruction and orders.
 Advantages- There is no communication gap because of only the leader takes
decisions.
 Disadvantages- This style is not effective as the members re not a part of the decision
making process due to which it can decrees the employee's morale.
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Therefore the Morrison should adopt the autocratic leadership style in order to take effective
decisions by considering each and every suggestion in order to take final decision and it will
also increase the employee's morale.
6. Critical evaluation of different leadership approaches and models
of change management
There are various leadership approaches that and model of change management which
are useful to implement changes In organization. The Morrison uses Kubler- Rose model to
apply change at work place ad this model help them to implement change effectively by
analyzing their impact on organizational team, individuals and employees behaviors
(Norouzi, Forozani and Mohammadzadeh, 2020).
D3 Critically evaluate the effectiveness of leadership
approaches and models of change management
The Morrison use various effective leadership style to bring any change in their
organization order to develop their company as well as the development of employee's skills.
It uses the Kubler- Rose model to implement the change effectively in their company. These
model help the respective company to undertake effective leadership style in order to bring
new change so that the company can grow or develop itself as well as the employees with in
the organization.
Kubler- Rose model
advanatges- this model easy to use and applicable any type of change by making them
flexible. This model does not impacted b any particular industry.
Disadvantage- this theory is based on the observation and it is not clear that how stages
are impacted by each other. It does not consider that person will respond differently.
Participate leadership
Advantages- The employees or followers are more commi6ted in order to accomplish
the organizational objectives and goals of business organizations. And it make people
feel being valued.
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Disadvantage- It is very costly and so efficient to perform task as the decision are taken
many time. In this there is a social pressure to confirm to the group discussion.
Recommendation
For this the participate leadership style is very effective for them so that their employees
feel valued in the organization and perform well in the absence of their leader or
superior.
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