Understanding and Leading Change: A Report on Nisa Retail Limited

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Understanding and Leading Change
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Table of Contents
Introduction...........................................................................................................................................3
Task 1: Managing the Impact of Change...............................................................................................4
Part A: Responding to Change...........................................................................................................4
Part B: The Impact of Change...........................................................................................................5
Minimise negative impacts of change on organisational behaviour...................................................6
Task 2 Leadership Decision Making....................................................................................................9
Driving forces of Changes.................................................................................................................9
Team and Individual Behaviour.........................................................................................................9
Impact of change on organisational behaviour................................................................................10
Theories and models in organisational change................................................................................10
Barriers for Change.........................................................................................................................11
Force Field Analysis........................................................................................................................13
Conclusion...........................................................................................................................................15
References:..........................................................................................................................................16
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Introduction
Every organisation requires the proper understanding of organisation’s strategy to operate the
business. These strategies create the impact on organisations working patterns and in the
same way it also affects the business operations. The change which arises in organisation
have different modes which tends to influence the organisations pattern of behaviour. There
are few theories which also create the change in effective working of the organisation and
there are also some barriers which affect the organisation in one way or the other. In this
report we will discuss about the Nisa (retailer ) which also follow the various leadership
drivers and organisation behaviour which have effects in the organisation . There are also
different leadership approaches which every organisation has adopted and also they help in
the organisation.
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Task 1: Managing the Impact of Change
Part A: Responding to Change
Organizational change is the process which brings due to new strategy, policies, technologies
and procedure. Changes increased the capacity and capability of the organization. It will be
helpful to achieve the aim and objectives of the organization. It is wholly based on leaders
nad manager to how to handle or manage the changes in the respective organization. The
reason behind the difference is to bring improvement and development of the organization.
When an organization wants to expand its business from small to large, it requires adopting
change in its existing strategy and moving towards the growth of the business. There is a
description of some organization which has an impact due to the change. This change has
capability to modify the complete organizational structure from higher level to lower level
(Panayiotou, et.al., 2019).
Air Marketing Group & Nisa Limited
Similarities
 Both companies prepare practical leadership skills.
 Proper communication between employer and employees
 Provide appropriate training for the potential changes
 Implement the changes in a specific department, for which it will not affect the
complete business
Differences
Air Marketing Group
 Use digital technology for problem-solving
 Hire new developers
 Employees accept new challenges and strategies
 Leaders encourage employees to build the plan according to change
 Company provide an appropriate training method to the existing employees
Nisa Retail Limited
 Collaboration with e-commerce sites
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 Extend the working hours of the company
 Leaders and manger have motivated the employees to work hard
 Provide training regarding social media platform
 Conflicts rate reduce by providing fringe benefits to employees by the company
Part B: The Impact of Change
The organizational change generates disrespects, doubts and conflicts between employees.
The business change reflects the variation in the culture of the working environment, and it
also reflects in attitude or behavior of leaders, managers etc.
Internal drivers
The leaders and managers are the drivers of change and leading the difference efficiently.
They help to communicate and interact between employer and employees. Nisa Retail
Limited changes improve the service of employees, but it requires the proper training
method. The company must motivate and encourage by using incentive plan, vocational and
employees of the year reward (Hughes, 2018).
It surely affects leadership skills and policies. It needs to match with the objective of the
company. Nisa Retail supplies only brand product to the shops. It requires productive and
loyal employees.
External drivers
E-commerce is the most extensive requirement for today’s world. So, Nisa Retail needs to
collaborate with e-commerce sites to supply their product all over the world. It implies that
how people well known about their global products and their service. Nisa Retail may wider
its approach in digital marketing and accept the challenges which occurred by the digital
world.
SWOT Analysis
STRENGTH WEAKNESS
 Change increases the customer
satisfaction
 Helps to maximize the profit
 Utilize the resource efficiently
 Increases the productivity and service
 It will increases the labor turnover , if
employees are not satisfied with the
new changes
 E-commerce will become resistance
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of the respective company
 Improvement and development in
existing strategy
to NisaRetail Limited
OPPORTUNITIES THREATS
 Helps in business expansion
 Medium business turns into large
business
 Social media helps to promote
business in a far better way
 Nisa Retail supplies brand products
 Implementation of digital transaction
process
 Globalization or joint venture
 Digital transaction reduces the job
offers in Nisa Retail
 E-commerce is the biggest threat
Minimise negative impacts of change on organisational behaviour.
Proper communication: Company needs to share its ideas with their employees, like in this
case; the company collaborates with the e-commerce sites. For this purpose, the employer
needs to disclose their strategies with the employees. Employees are the most ess4ential
factor of change in the organization, so it requires proper communication of how that change
will implement, what kind of resource will be required, what additional skills need to be
acquired by the employees etc. It reduces the doubts and uncertainty during the changes due
to employees (Donges and Nitschke, 2018).
Appropriate Allocation of the task: The respective leader of the company will allocate
responsibility. Leaders must be aware of the skill of their team member. In this case, Nisa
Limited supplies its product to the limited store and now the change it collaborates with the
commerce sites. It will be helpful to extend its business globally. So, leaders must equally
allocate the task to each.
Theories and Model of Change Management
Lewin’s Model Of change Management
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It is the most effective model for implementing change manages in the organization. Kurt
Lewin designed it in 1950. It consists of three steps that are unfreeze, freeze and refreeze. In
the case Nisa Retail Limited, it unfreezes its strategies regarding its supplies to the store and
changes to the online stores and references its policies towards stores and e-commerce’s sites
(Archer, et.al., 2019).
McKinsey 7s model
This management model was designed by Robert H. Waterman, Jr. and Tom Peters in 1980.
It is a strategic vision for a team. It includes business units and business practices. This model
is used for accomplished successful change. The seven factors involved in this model, i.e.
structure, strategy, systems, skills, style, staff and shared values.
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Figure 1McKinsey 7s model
Source: author
Conclusion
Nisa Retail Limited implements the changes due to expanding its business. It helps to build a
unique position in the market and involve in the recent trend of the existing market. The
difference and similarities ensure that every organization has a unique approach to handle the
changes. Internal drivers are manager and leader who encourage the changes ad to motivate
to accept new challenging factors. Employees are the most affected individual due to
organizational changes. SWOT Analysis helps to identifies strength, weakness, opportunities
and threats by implementing the difference in the company. Theories and models help how
the change will be applied and give an estimation of the potential impact of changes
Recommendation
 Proper planning method need to be acquired by the company
 Changes must not effect or harm to any relevant individual
 Regular and appropriate communication between employer and employees
 The company need to perform in-depth research regarding the potential change
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Task 2 Leadership Decision Making.
Driving forces of Changes.
The affect of changes arises every now and then it creates impact on every business, every
industry in day to day life. These forces of changes require immediate implementation which
in return generate profit in the future endeavours. There are two different type of forces such
as external forces and internal forces (Serrat, 2017).
 External forces: These forces are easy to implement and manage and they include
competition, technology and legalities. They seem simple in nature but are difficult to
handle during the business operations. Competition and technology are major forces
which drives the change which forces companies to initiate the new ideas and
innovations. These days in retail business entrepreneurs are emerging very rapidly
which in return increases the competition for Nisa (retailers) in the economy..
 Internal forces: These forces are way difficult but companies have control over these
levels of changes. Nisa (retailers) have reconstructed the organisation and made
changes in the management which have direct impact on the organisation’s strategies
and help in achieving a stable balance. The analyses of internal changes provides the
proper information to deal with the challenges which arise in the future.
Team and Individual Behaviour.
Organisational behaviour consist of the team and individuals behaviour and their course of
action in the organisation. It creates impact on job structure, communication styles,
leadership skills, decision making abilities etc. this implies every individual or team member
have aspects towards the organisational behaviour which are as follows:
 Individual Behaviour: In individual behaviour it focuses on learning, perception,
personality styles and source of motivation. It also put emphasis on assigned task or
activities completed and also have impact on performance, coordination with other
people and working in proper ethical manner. Nisa retailer has provided employees
the individual working option and then they analyse their behaviour during the
business operations.
 Group Behaviour: In this the main focus remains on the group behaviours in the
form of gestures, intra-group, conflicts arise among the colleagues. Further, it put
emphasis on leadership qualities, working styles, communication patterns and roles.
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Impact of change on organisational behaviour.
The organisation behaviour goes through various changes and every changes has different
impact which are as follows:
1. The change should be clearly well defined and also contributes towards the business
goals and objectives. These objectives and their performance effect the changes and
take business to another level with regards to financially and ethically.
2. The determination of impact provides you the idea in which area you want to proceed
further and how they create impact on organisational levels. The training provides the
areas in which support is needed and necessity of training (Francis and Curran, J.,
2012).
3. The effective communication strategy helps in indulging with the emerging changes
and these changes are communicated through various communication channels.
4. The change management process helps in measuring the impact of change and helps
in determination of effective documents and other effects on organisation’s business
goals.
Theories and models in organisational change.
There are few models and theories in organisational change which are as follows:
1. McKinsey 7s Model: This model is consist of seven stages or steps which are
involved in managing change are as follows:
 Strategy: The plan created to compete with the competition and attain the
goals and objectives as it is step by step procedure.
 Structure: The structure is the stage which relates in proper way that
organisation follows.
 Systems: To complete the assigned task in day to day life.
 Style: The working of leadership styles are adopted by the organisation.
 Shared values: It refers to the main values of an organisation in which his day
to day operations are carried out.
 Staff: The staff refers to the workforce or employees working for the
organisation.
 Skills: The skills which employees have and provide benefits for employees.
2. Kotter’s Change management theory: This change theory focuses on the eight stages
in which people initiate response to change.
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Stages
 Increases urgency: In this urgency is related to motivate the people which
helps in achieving goals and objectives.
 Team building: This refers to getting the skilled people selected who have
proper knowledge and commitment.
 Vision: In this stage putting vision into actions is not just the strategy but also
the creativity and emotions attached towards that vision which helps in
achievement of goals and objectives.
 Communication: To proceed with the change management it requires
communicating properly with people.
 Moving things: To getting along with things it requires support which helps in
clearing the blockages and implementing the solutions in a proper way.
 Goals: The focus should be first on short term goals which is always a better
way to achieve success in the long run.
 Don’t give up: Consistency is the key to success which is only achieved when
you are not giving up in the process of change management no matter what life
throws at you.
 Incorporate change: The changes should be managed effectively and it’s an
important task to implement in the workplace culture.
Barriers for Change
The development of successful strategise which are involved in organisational change also at
the same time requires to keep a eye on the barriers too. There are few barriers which are
explained below:
 No involvement of Employees: Employees are like bricks in keep the business alive
and also management ensures the effective working towards the organizational
change. Nisa retailer now started involving the employees in decision making process
which provides the proper information and need for change which may prove
beneficial for the employees.
 No clear goals and objectives: The change management will never show results if
there is no effective leadership in the organisation which contributes towards the
change. Effective leadership is an essential role to play in the company operations and
throughout the process of change (Smith, 2016).
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 No Proper Communication: The management should maintain effective
communication with the employees regarding the change management. The
communication helps in getting the proper information about the benefits and
drawbacks which will help them to have a proper understanding also it increases the
communication among the management and employees.
 Ineffective resource management: It is a necessity to assign the tasks in proper
manner and tasks should be properly allocated which tells about the changes which
can arise. The proper management of resources is tough for the implementation of
change management.
 Employees: Employees perform certain set of tasks in their day to day operations. The
point of time when company initiates the change, employees oppose the change in
every way possible.
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