Organisational Change Management: A Case Study of Alexia Ltd

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1UNDERSTANDING AND LEADING CHANGE
Understanding and Leading Change
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Table of Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
1. Compare different organisational examples where there has been an impact of change on an
organisation’s strategy and operations. (P1)................................................................................3
2. Review the several drivers for change with examples and organizational changes that have
affected. (M1)..............................................................................................................................4
3. Evaluate the possible ways for external and internal drivers affecting team and personal
behaviour along with leadership skills in an organisations (P2).................................................5
4. Evaluation of minimising negative impacts for any changes in organisational behaviour (P3)
.....................................................................................................................................................6
5. Apply suitable theories and models to significantly assess organisational response toward
change. (M2)................................................................................................................................7
6. Draw conclusions and recommendations with valid justifications for planning effectively
for change and applying change impact analysis. (D1)...............................................................9
Task 2...............................................................................................................................................9
7. Evaluates several barriers in the process of change and determine the process decision-
making that influence leadership style within an organisation (P4)............................................9
8. By utilizing the force field analysis asses the driving and restoring forces and demonstrate
the decision-making process. (M3)............................................................................................11
9. Critically assess the utilization of force field to meet the organisational objectives. (D2)...11
10. To deal with the changes implement several leadership approaches within organisational
context (P5)................................................................................................................................12
11. Assess the leadership approaches, which bring organisational change by apply suitable
frameworks and models. (M4)...................................................................................................13
12. Critically evaluate the effectiveness of leadership approaches and models of change
management. (D3).....................................................................................................................14

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Conclusion.....................................................................................................................................14
References......................................................................................................................................16

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Introduction
Every organisation must need to implement the changes in order to develop their business made.
In competitive market, these types of changes help the company to be promoted as evaluate their
marketing strategy. In a company, a change would refer as some types of internal and external
forces, which are required to outline the changes. This contains of different changes such as
services, products, planning and so on. As a consultant in Alexia Ltd, the task will be assessed a
series of changes relating towards their organisational restricting. In this report, the main task is
to give awareness towards the leadership of Alexia about why the change is significant. The
process of changes may effect on the culture, objectives, leadership operations and strategies of
the company. In terms of Alexia Ltd, internal and external drivers of changes are modifying the
major business structure. The implementation of different and modern technologies helps the
company to assess the change process within their activity.
Task 1
1. Compare different organisational examples where there has been an impact of change on
an organisation’s strategy and operations. (P1)
Organisational change could be risky but their path to success could shake in loosing benefit. A
reorganisation needs flawless execution and vision, but it works closely to make something work
possible. As the given case shows that leadership of Alexia Ltd needs to be developed, it is vital
to gain large importance. Some of the examples show regarding a new CEO turning a company
on its head for the success of Windows OS, and suite for Office products. Microsoft was
stagnant, and it was rife since it had turf between the business units that viewed partners in same
firm (Carter et al., 2015). It was being witnessed that innovation was thwarted by toxic
environment, which kept company to be dependent increasingly for Office and Window.
However, the impact of change saw platforms and products no longer existed as the separate
groups but it found employees focusing on limited goals. While the goal was to build intelligent
platform for cloud, and reinvent business process with productivity.

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It was also found in case of British Airways that restructured its organisation. In that case, due to
oil crisis of 1970s, it shrunk airlines base of customers and staffs resulted in large loss. This is
where the company developed large reputation for its service. However, it saw the reorganisation
to increase the profits where King decided for restructuring organisation to decrease workforce
from 59000 to 39000, just by eliminating the unprofitable routes (Cullen-Lester and Yammarino,
2016). The change saw that British Airways could find good employee base, and there was no
negative press around the layoffs. Another instance saw about Google splitting up their Alphabet
Umbrella. As Google had a huge success, it dominated Internet Search for making indispensible
for the lives through Gmail, and Google Maps. Since Google grew monstrously diverse, it was
linked increasingly impossible for an entity to manage funds, goals, managers and teams. The
key change embarked that Alphabet intended to prosper for business association with strong
independence and leaders.
2. Review the several drivers for change with examples and organizational changes that
have affected. (M1)
The process of a change is a system, which utilise as an important and vital resource for the
company. However, it would be small but has a huge potential to develop the organisational
billion methods. Several types of organisational change are assessed below:
Organisational-wide change: In organisation, it is an important change, which affects the entire
configuration of an organisation (Kotter and Cohen, 2012). However, this have a propensity
towards involve resizing of any form, collaboration or restructuring- fundamentally the company
nature. For instance, changing in an immediate organisation has steadier in case of corporate
development. It must be cited that the types of changes are occurred to affect the organisational
culture, behaviours patterns of workers and individuals.
Transformational change- It is necessary in favour of the company to continually inspect the
fundamental strategies of organisation. Thus, an organisation should be in contact with the
environment. In recent time, the activities are generally adaptable and they are arranged to
transform the process of change while a requirement occurs (Denison et al., 2012).

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Personnel change- Personnel change is occurred while an organisation undergoes mass hiring or
layoffs. It would be the main reason to shift the employee’s morale and involvement. However,
layoffs may stem from a number of reasons like financial restraints, governmental regulations
that hugely affects the employees of company (Laguador, 2013).
Unplanned change – A company may undergo a number of unplanned changes. It is distinct as
an action that takes to follow unexpected events in the organisation. For instance, economical
uncertainties act a vital role in convincing the organisations towards change.
Remedial change- For having the poor company performance, remedial changes is occurred. The
levels of performance have a propensity to go down while suffering from the economical
problems (Appelbaum et al., 2012). It recognizes a requirement for addressing the deprived
presentation of any organization.
3. Evaluate the possible ways for external and internal drivers affecting team and personal
behaviour along with leadership skills in an organisations (P2).
Psychological change
These psychological changes generally occur when the company deliver all of the attitudes along
with organisational behaviours in order to make any kind of breakthrough. Many companies are
now trying to improve their performances in last few years. This area can be changed by the
overall implementation of hundreds of people’s skill and strength. In every organisation, the
management team and team leaders take the changes in order to deal with any kind of difficult
scenario rather than delivering them to employees. According to Fyke and Buzzanell (2013), the
management team have to take important decisions for the company without spending lots of
time and hesitation.
Dependency of team dynamics on Change effect
Dynamics creates a huge impact in all companies, as these will maintain the flow of productivity
in any company (Aslan and Reigeluth, 2013). This team dynamics are being connected with
several physiological forces to interpret the team’s personality. This brings the tendency in the
team to manifest any kind of interaction towards the decision-making skills. Self-awareness can

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create problems for several teams by slowing down the team dynamics in certain cases. This also
shows that proper team management and team leader has a neck to connect with the proper team
dynamics. This affect the changing process in team dynamics that can surely increase the overall
performance of the team in certain markets (K. Vora, 2013).
Importance of Pest/SWOT for changes in drivers
This SWOT analysis is all about the reflection of external and internal drivers within the
organisation where "SW" stands for the Strength or Weakness of the company in several factors.
Status in the international market, economic structure and investing process of this company are
included in these factors. The local sales market sometimes provides a huge impact for all
companies and this could be an effective way to change the dynamics of the company.
According to Green (2013), “OT” maintains the control of the company and retains important
factors within that. Every company deliver high scale loyalty to its customers in order to gather
their trust and attract other customers by delivering these types of products. This SWOT analysis
is very important for every company as this can help to find suitable activities along with several
important strategies.
Significant drivers of change
Commoditisation could be a very important driver that actually changes the entire scenario for
every companion different economical aspect. Social media have created a huge impact in
today’s world as almost every person is now connected with social media in several terms. Every
company uses thee cranial median during their campaign for advertising their products to new
customers (MacBeath, 2013). Globalisation has also created this huge impact in this topic and
this could change the game for every company in future. This is why social media has been a
good platform for the organisation.
4. Evaluation of minimizing negative impacts for any changes in organisational behaviour
(P3)
Adaptive changes

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Leadership acts an essential role in every organisation along with the management system. Team
leader sometimes takes significant roles in order to takeout companies from huge problems and
team members help them to execute those steps perfectly by providing excellent coordination.
Almost every company is now having a tendency to recruit some outstanding team leader having
excellent leadership qualities and this step will surely help these companies on the larger level of
production management. According to Brettel et al. (2014), organisations have faith in the small
adaptive changes in improving the quality of their production. Based on that, organisations are
trying to implement new job roles for enriching the competitive market.
Constructive change
These constructive changes take places when a company need to make a permanent change in
organisational structure for a big purpose. These changes are generally taken any organisations
considering the goal and already implemented strategies for getting more turnovers after a year.
Several managers have implemented some crucial strategies for gathering the information about
the international market before stepping into the market (Cummings and Worley, 2014). This
market understanding process could be an effective tool for them in term to make long time race
with their competitors. Entrepreneurs are now being a part of their implementation processes and
this might be a great move by some companies to take a step ahead from others.
5. Apply suitable theories and models to assess organisational response toward change.
(M2)
Lewin’s change management model- As noted by Howard-Grenville et al. (2014), it is the most
well known approach towards assess the changes in organisation. Changes are essential, as it
would convene for directing it. For bringing a change, it may be small or large but it requires
establishing a priority to take the risk factors. By dividing the process of change in three parts,
the company may break a large profit. Lewin specifies three parts of change management:
Unfreezing, changes and freezing.
The primary step is “unfreezing” and looks at how the things are to be done. As opined by Mehta
et al. (2014), it mainly assumes that organisation must evaluate each step and the interaction of
employees is needed towards the probable development. To run the company successfully, their

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management needs to create at its central part, which requires confronting the behaviours, beliefs
that recently describe it. It indicates that the organisation must re-examine its core value and
make a better motivation to look for a new equilibrium. Besides, the company also implements
the “unfreezing” process to give natural resistance towards deal with the problems. Next step, the
change step is where employees began to hold the new course and contribute actively in the
process of change.
As argued by Din et al. (2014), people need to contribute on the process of changes as make it
successful. In organisation, leaders have to implement the changes and lead the team as they
integrate. To assess the changes, communication, education and help are the significant things as
employees desire to limit any difficulties. On the other hand, while the changes are captivating
figure and employees have adopted new methods of performing, the organisation is prepared
towards “refreezing”. This process indicates that the changes are utilised all the time and make
new ways of working.
Kotter’s theory
As cited by Al-Haddad and Kotnour (2015), this theory mainly targets on the change process
than any other things. In recent market, Kotter’s theory would be used to evaluate the impact of
changes in the business. Kotter’s theory workings by:
 Make an urgency sense around the need for changes
 Form a powerful coalition to support the main people within the organisation
 Make a vision for change
 Make each people on the board
 Removing the obstacles that may empower the people to excite their visions
 Make short-terms wins to be achievable in the organisation
 Build on the changes to achieve the long-term success
 Anchor the changes within corporate culture
In the organisation, leaders need to develop urgency sense to get the things moving. If several
people start talking about the process of changes, urgency may build and feed on itself. Further,
this may provide the primary grip that needs to obtain the team on the board and inspire them
towards the process of changes (Lawrence, 2015). To make a vision for the changes, all the

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managers and stakeholders should convince them towards the requirement of changes. By
implementing this theory, leaders make sure that they will obtain a better success in competitive
market.
6. Draw conclusions and recommendations with valid justifications for planning effectively
for change and applying change impact analysis. (D1)
It is being derived that with execution and support that there could be a clear role made in terms
of effective communication. For identifying Planning for Change, it is imperative to build a good
supportive work association and culture to make changes. As opined by Shek et al. (2015),
turning change into a timeline will set up the organisation’s progress. Thus, this is done by
collecting good amount of information to analyse ways for communicating for changes. It may
also include changing of economic environment where there may be a competitive environment
working with customer expectations and needs (Akhtar and Khan, 2015). With this, it is evident
that planning for communicating the change for Alexia Ltd has to make clear with set up of new
roles and liabilities. It is also evident that to work on the change, it is required by every employee
to work directly, so that the change can fit his or her needs of the organisation.
From the Change Impact Analysis, it could be assessed that Alexia Ltd could identify potential
needs that could be modified for accomplishing change. It is done to focus on the risk that is
related with change, so that evaluation could be done in order to estimate effect of schedule, and
resources. The analysis is done to identify the tasks, which need to implement before it could be
assessed to complete the tasks. The use of Impact Analysis Technique includes Trace, for which
complex project may be carried out to decide the change (Black et al., 2011). In Dependency, the
impact analysis is decided in initiating a change for the organisation, and lastly, the Experiential
analyses the change by determining a judgement, so that the team can work responsibly.
Task 2
7. Evaluates several barriers in the process of change and determine the process decision-
making that influence leadership style within an organisation (P4)

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In this report, Alexia ltd has been selected to evaluate the barriers, as efficient decision-making
would be done. To make a successful strategy for the organisational change, Alexia must
recognise the types of barriers that they may face in future. Resistance towards the company
would be efficient by following certain parameters. The company has to assess the certain
parameters, as their employees do not faced any types of barriers.
Lack of employee engagement
As noted by van der Voet et al. (2015), this is the most common barrier towards the process of
changes. In Alexia, employees are afraid of the possible change in the office environment as this
could be a lethal factor for them. Additionally, some organisations make the mistakes as they are
involved the employees in the changes. Skilful workers in Alexia ltd act a huge role to deliver
the perfect production for the company. They need to suit them in the positions while changes
are occurring in the company. Alexia needs to explain the entire impacts of changes to the
employees to reduce the fear of losing job in their mind.
Insufficient communication strategy
In the recent business environment, employees need to acquire proper communication skills to
interact with their office colleagues. Communication skill is very important aspect for Alexia, as
the employees should deliver their thinking to other colleagues. As stated by Piercy (2016),
communication supports the employees to build a better connection with the team as the leaders
communicate with workers for better development.
A terrible culture in shift preparation
In organisation, the development teams have no thought that changes will affect the employees.
However, they always fail to take important decisions on feelings and intuitions. In Alexia ltd,
the only method to break this obstacle is to appreciate that the company should not ignore the
opinion of workers.
Organisation complexity
In the organisation, the complexities include the difficult systems, products and processes that
contribute towards the changes. According to Boone (2015), this factor is essential to break the

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obstacles by initiating a skilful and keen advance to undertake the complexity. In Alexia ltd, the
company may split this barrier by adopting the superiority, highly and effectual project.
Resistance should be changed
Most of the companies are required to change their business model but those changes may face
some barriers die to some aspects. In the business organisations, barriers would make some gaps
and these gaps will surely disturb the entire work (Piercy, 2016). In terms of Alexia ltd, these
barriers are resisted the organisations to attain their desired aims. Besides, the resistance may
radically reduce the performance of company in large medium.
8. By utilizing the force field analysis asses the driving and restoring forces and
demonstrate the decision-making process. (M3)
The change process is very difficult towards accept in terms of employees. This similar thing
also applies on Alexia ltd and it is essential for the company to understand the impact of changes.
As cited by Klar et al. (2016), force field analysis is a process in which a company or group
would predict the changes in advance. To changes in organisation, the driving forces should be
strengthening or the resiting forces may be undermined. In Alexia ltd, the changes would be
impacted in different ways. For example, introduction of new machine, it should implement by
managers or leaders and then by workers or staffs. By utilizing force field analysis, it becomes
clear for what types of forces would be probable to influence the changes. These might include
inoperative processes, structures, habits, insufficient knowledge and skills.
The restraining forces are barriers, which obtain in the way of changes. These barriers have an
impact on the process of changes that would try to control this. However, driving forces are
supported to the changes in order to motivate the positive effects. It also affect the decision
making process. By using this, leaders may easily take the important decisions for both the
workers and organisation (Wagner, 2016). It allows the leaders to become aware of the issues,
which may be engaged in the changes. They would be better capable to apply the change and
eliminate any barriers easily.
9. Critically assess the utilization of force field to meet the organisational objectives. (D2)