Organisational Change: Leadership and Management Analysis of NELHT

This report provides an analysis of leadership and change management within the North East Langley Hospital Trust (NELHT). It identifies key issues such as poor management, inadequate IT infrastructure, and a problematic organisational culture leading to patient and staff dissatisfaction. Using tools like mind maps and fishbone diagrams, the report explores the root causes of these problems, including lack of accountability, poor maintenance, and ineffective communication. Various triggers for change are discussed, including the need for mission, strategic, operational, technical, and directional adjustments. The report further analyses the cultural and social dimensions of the organisation, highlighting the importance of a cohesive culture in driving organisational change and achieving business goals. Recommendations are made to improve leadership, enhance employee engagement, and foster organisational development to address the identified challenges and improve the overall performance of NELHT. Desklib offers students access to this report along with a vast library of study resources.

LEADERSHIP AND
CHANGE MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
PART 1............................................................................................................................................3
Mind map of problems.................................................................................................................3
PART 2............................................................................................................................................4
Fishbone framework to identify the core problems.....................................................................4
TASK 2............................................................................................................................................6
Key issues identified:...................................................................................................................6
TASK 3............................................................................................................................................7
Analysing change situation for the NELHT organisation...........................................................7
TASK 4..........................................................................................................................................10
Recommendations to lead and manage the organisational change............................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................12

INTRODUCTION
Leadership is the state of leading position to lead or encourage the team in forward
direction. Leadership at work place is the essential factor which implement the positive and
productive work place environment. Having a good leader at work place make the organisation
as goal oriented and to move with dedicated work force (Henricks, Young and Kehoe, 2020).
Change management refer as the systematic approach which deals with the turning of company’s
goals and other processes. Main aim of the change management is to implement the specific
strategies for efficient changes and helping the other people to easily adapt the changes. Role of
the leadership in the change management plays an significant role which helps in making the
organisational people to be dedicated towards the organisational vision. It is important to have
the communication skills and better leadership skills in leaders to make the team to efficiently
adapt the changes.
Following report will cover the case study of North East Langley hospital trust organisation,
where continuously complaints of the patients and staff are coming. Report will cover the
description of the key issues which is identified in the case study. It also covers the multiple
triggers for the change and types of changes. Report will illustrate the analysis of the change
situation for the cultural and social dimension of the organisation and some recommendations to
implement and manage the organisational changes which also reflects on the leadership issues,
employees engagement and organisational development.
MAIN BODY
PART 1
Mind map of problems

PART 2
Fishbone framework to identify the core problems
This diagram is visualisation tool that can be used in categorising the potential reason for the
problems. It helps in identifying the cause of the problem with this NELHT can easily view their
problems in order to make solution plan-
Define the problem:
Poor
maintenance of
buildings Poor IT systems
and
infrastructure
Problems identified in
NELHT organisation
Poor culture
at work
place
No
accountability of
manager and
staff
Poor
management Poor
infrastructure

It is the initial stage to identify the problem, as per the case study it is found that the
major problems are seen in management and in IT sector as systems are not working appropriate,
also no communication between the team, managers are not responsible, maintenance of the
building is not done and creating threat for collapsing any time (Aitken and von Treuer, 2020).
As because of the inefficiency of the heating system and room size Victorian building cannot be
used, also poor leadership is seen at work place, employees are always concerns with their own
priority rather than focus on the task.
To categorising the key cause of problem:
For the IT problem it is found that systems are not updated according to latest upgrading,
also they are causing problem in producing result which is causing delay in producing the report
of patient for their treatment. Also culture is not well implemented thus managers and all staffs
are not dedicated towards their work. Maintenance of the building is not done thus there is no
such room to admit the patient due to this there is less entry of the patient which is causing
problem in developing productivity in business.
Identify actual reason for problem:
In this brainstorming is done for all possible reason for the problem. As for the poor
management problem it can be said that team members are not efficient and lacking in proper
skills and knowledge which makes them to only focus on their goals. For IT problem, IT team is
not dedicated to update the system also trusties are not ready to invest on the latest components
as it costs more. For the poor condition of buildings, it is found that teams are not dedicated and
they only think of themselves and do not focus on the maintenance of work place.
Tools for planning the way forward:
NELHT organisation can proceed to use the brainstorming session as to include all
problems cause and to make the notes to write the causes of the problems and to ask their
shareholders and others to discuss the complete matter in order to find the solution (Levene and
Higgs, 2018). As it is already identified that poor management is the main reason for all
problems, as staffs and managers are not focusing on organisational goals, as they are not
considering the maintenance of buildings and software.

TASK 2
Key issues identified:
It is found that many problems have been encountered by the NELHT organisation as the
buildings are suffering from the skimping there is no routine maintenance is available. Also the
major issue is identified in IT resources as IT systems are poorly designed and usually are not
able to lay out the work in good manner and do not give the result immediately which also cause
problem. Staffs are less dedicated towards their work due to the poor management, as manager
are seem as un aware, thus no clear priorities are given to the staff. Thus all this problem are
affecting the productivity of business.
As per the case study it is found that the major cause for the change is poor management
and lack of adaptability of new technological trends which are causing problem for the NELHT
in order to provide the fast and better services to their clients. Also the buildings are not in
appropriate condition which can be serious problem as it can be disastrous for the hospital
patient and for the staff as well. Also poor management is causing many problem because of this
there is a high turnover of the staff, and also team members are not goal oriented and focused on
their work. Other main cause and triggers for the change is less interaction among the team
members, as it is seen that most of the nurses have complaint that they left the hospital when
their shifts over without describing what they have done and what medicines they are giving to
patient. It creates and difficulty to understand and also cause the problems in treatment of patient
(Ford, Ford and Polin, 2021). Thus in such it is important for the NELHT to consider this
problem and to build the goal oriented team where they efficiently communicate that helps in the
treatment of patient. Thus they need to make improvement in order to drive positivity at work
place some types of the changes are as follows:
Mission change: To adapt the change it is required for the firm to review their mission
statement which helps them in their motivation. As it is seen that organisation required to change
the direction in order to survive in their field. Thus NELHT also required to change their mission
statement and to increase their focus on corporate culture and to make the dedicative team which
always look for the organisational goals.
Strategic change: It is the change which enables the company to tackle any kind of problems.
NELHT organisation must required to make changes in their strategy in order to grow their

business. For that they can proceed to ask for the suggestions to their stakeholders and to make
recruitment of the talented staff who are able to lay out their operational tasks and to provide
better treatment and care services to the clients (Kegoro, Akoyo and Otieno, 2020).
Operational change: Operational change is the structure of the organisation, as the mission and
strategic moves are changes then it must require to make changes in operational structure as well.
As it is clearly seen that NELHT have poor structure which means that teams have no effective
communication they have their own priorities. They require to analyse their current situation and
to know the reason for change, it will help in adapting the changing without any complexities.
NELHT can also begin to ask to their stakeholders in order to reach to the final decision.
Technical change: To become productive technical approach is the key player to make the
business productive. As it is identified that IT infrastructure in NELHT organisation is suffering
from poor technical equipment, as systems are not maintained which is also causing hindrance
for care treatment of patients. Thus it is also important for them to make changes in their IT
infrastructure to provide better and fast services, for that they also required to hire the staffs who
have good knowledge about software which makes their work efficient.
Directional change: Directional change is the must require change as the competition in every
sector is constantly growing thus every business are becoming threats for each other. In such the
situation of the NELHT is very poor, they must require to think strategically to add competitive
edge in their business as well as to change the direction as to implement the strategies first and to
assign the role to the staff who are capable of doing task. As to assign the documenting of
patients’ report to those employees who are able to produce the patient report (Moutousi, and
May, 2018).
TASK 3
Analysing change situation for the NELHT organisation
Organisational structure plays a significant role in order to managing the work in a efficient
manner, but as per the case study it is seen that the NELHT” s culture is completely mess.
Organisational culture refers as the collection of the practices, shared values and team mate’s
actions. Collection of all these traits make the organisation able to achieve their desired goals of
success and revenues. Good organisational culture is usually cohesive as the people have the
shared values and purpose to complete their tasks in a timely manner. Social dimensions refer as

the social values, norms and rules as it helps in allowing the team members to share the values
and to found the new ways for finding the opportunities for the business (Bhayangkara and et.al.,
2020). As per the case study it is required for the NELHT to done the proper researching as how
market operates and to analyse the strategy of their rivalries also enable them to develop the
better report to improvise their business.
Importance of culture and its role in regarding organisational change:
Having a good organisational culture makes the business to move forward towards goals,
it often produces the chances or opportunities for the business expansion. In such culture
management team are mostly dedicated towards their work and they easily set the goals and
prioritize the work so that employees can easily complete the task with greater efficiency. In
regarding organisational change culture plays an significant role to set the expectations as how
organisational people required to react or behave in some manner and how to complete the
specific functions as a team. Thus cultural change is must require for the NELHT to drive
productivity in their business as well as to add values to compete in the market sector.
Culture helps in defining the internal and external identity of organisation: As organisational
culture defines how organisation is running their business, how they interacting with their
customers and how firm is managing their work life balance of the employees (Uhl-Bien,
2021). Thus it plays an significant role also for the organisational change it is most important
which shows that how the organisational members are able to resist the change. Thus NELHT
required to develop or foster a work culture where all management team are able to adapt the
change otherwise they will face more vulnerable situation which they have never gone through.
Culture allows to live the organisational core values: Culture plays an reflective role for the
company’s core values, as the way to organise the business, maintain workflow and to interact
with the team. In short culture is the summing up of businesses beliefs and actions into specific
actions. An strong organisational culture make the company to keep their core values in front or
in central which helps in operational tasks. Therefore, managers in NELHT required to critically
reflect over the underlying predictions related to their capability to influence the change in the
corporation. As changing culture is ultimately related to the leadership and other power issues.
Thus leading change in culture mainly focus on expanding the management team’s knowledge
regarding cultural as to foster the strategic and other cultural changes in organisation.
Power, politics and conflicts and their effect on change:

Power, politics and conflicts refer as the interrelated entity, they can be seen in different
forms in a organisation. Their occurrence has the great impact over the working environment and
also plays a significant role in organisational functioning. Power in organisation refer as the
ability to influence the one’s behaviour in the organisation, usually the management team have
the power to instruct the employees to work according their will (Thakur, O’Leary, Cowie and
Soklaridis, 2019). Thus it is found that management team of the NELHT are not dedicated, thus
it is important for the mangers to take their responsibility and influence other staff to complete
the work in a appropriate manner. Politics at work place involves the utilisation of power and
other networks to accomplish the change s which helps the organisational or the individual to
move forwards. It is seen that if the organisational power is use in a good manner so it improve
the way for completing the task but is it uses in inappropriate manner then it gives the major
consequences. For an example it is often seen at work place employers uses the power for their
personal benefit and always gives advantage to their favourite employee, this behaviour from
senior level cause the reasons for conflicts among the employees (Onyeneke and Abe 2021).
Thus it impacts the team work to deliver the task in certain time frame or in productive manner,
such firm often faces high turnover in their staffs. Therefore, power, conflicts and politics are
interrelated to each other.
It is analysed from the case study that the management in NELHT usually focus on their
goals they do not concern with organisational goals and objectives as to assign the task to staff.
Also seen that due to the power of manage they often come and takes leaves on their wills,
because of this attendance for the staff is also not monitoring, thus overall work culture required
to be updated. Thus it is most important for them to consider the power, politics and conflicts
matter regarding their chance management, they need to ensure that employers are playing their
all responsibility and also motivating the teams to adapt the change for their betterment also. As
it is seen that the attempts for changes often seen as threatening the balance of power between
the individuals and groups and leads to political conflicts (Islam, Furuoka and Idris, 2020). Thus
NELHT organisation first need to change their management to hire the better talent who can
give values to their work place culture.

TASK 4
Recommendations to lead and manage the organisational change
To adapt a change is not easy task it required various strategical moves and self-
determination in order to foster the change. It is the biggest move which the organisation can
take regarding their organisational change which also states that they required to start from the
initial stage as to design the goals and objective, review the vision and mission statement. For the
NELHT it is most required element for their organisation to change their infrastructure in order
to develop values in their business (Waheed and et.al., 2019). Thus company can proceed to
consider some factors which are as follows:
Put the people first:
Successful approach is to consider the people first as for the organisation their employees are
their key assets. Change initiative always fails when the people who are involves do not
understand the concept of change, thus in such it is the determination of the leader to implement
the change at work place. Thus NELHT organisation can begin to hire the potential employees
for their management post and to give the leadership responsibility to the person who are able to
lead the team and make them able to adapt the change regarding work place environment.
To work with the changing management model:
Leadership issues is the main problem which the NELHT is facing as the managers are not
responsible teams are not dedicated and there is no activity measure for the staff as whose shift is
started and whose is over. Staffs are coming on their will which is causing delay in patient’s
treatment as well as applicable for disastrous results. They can proceed to use the lewin’s change
management model as it involves the three factors which are unfreezing, change and refreezing.
In unfreezing stage NELHT organisation can proceed to educate their team about the change and
to describe its importance as why it is necessary which helps the employees to be mentally
prepared and aware of the change (Broome and Marshall, 2020). In changing stage, it is referring
as transition stage for fostering the change in reality. It involves the complete acceptance of the
change, in such leader of the Organisation required to ensure effective communication between
teams and to encourage them to adapt change and work better for achieving organisational goals.
In freezing stage of Lewin refer people completely adapt the change and comfortable manage
their work and produces better results.

Empower the employees with better communication:
Communication is the major role player it eases any on-going process and changes the meaning
of things. In any certain point of business, it plays an important role. Thus for changing the
management it is most important for the organisation to make their people to understand the
reason for change. It will help them in developing the mentality so that they can easily adapt the
change and follow what they are instructed too (Rose, 2018). NELHT also required to improve
their leadership and solves its issues which can help them to move team forwards towards
changes and to become productive in every manner. It is required for them to foster the culture
which is mainly done by the leader’s understanding level and their influence skills. Thus
effective leader will make them able to promote the communication between the team members
and make them able to foster the change. As it is found that usually businesses failed to make
change when they are not able to communicate with their teams.
To conduct activities to promote the employee engagement:
For making people understood about the change is often a difficult task for the organisation as to
enable their employees to move forwards for working in a completely different environment.
Such things often cause the problems, if the organisation imposed the change on the work, thus
they also face the turnover of their potentials staff which often cause many problems for running
the business (Kerber and Buono, 2018). Thus NELHT also need to move forward by making
small steps towards change they do not require to impose on others. They first need to analyse
the changes requirement and make sure to done better hiring of the staff. As it is seen that in their
organisation there are many employees who are not able to do their work properly often they
concerns about their personal goals and their growth. Thus it is important for the NELHT to
focus hiring the staff who have better dedication and enough knowledge to complete their
assigned task in a efficient manner. After hiring they can proceed to move further to arrange the
system according to the new change, for better and valuable culture it is important for them to
involve their employees in every activity, it will boost their morale to put better values at
organisational culture. Thus after making change it is important to review the performance of
employees and to make sure that staff is working hard, for that they can proceed to conduct
further training and development program which can enhance the level of knowledge and
understanding in staff regarding any work.

CONCLUSION
From the above report it is concluded that leadership and change management makes the
businesses able to drive revenues and further growth of the business. above report have
illustrated the requirement of change management for the organisation which is given in the case
study. It first discusses the identification of the key problems which are faced by the organisation
and required some changes to functions better it also covers the type of change which the
businesses required in order to review their mission, goal statements to adapt the change
procedure for sustainable growth. To know the root cause or develop understanding in key
identification of problem fish bone framework has been used. Moving on further it discuss the
organisational culture, social dimensions and other values which is required, it also covers the
importance of culture and its role regarding the chain management. Report also illustrated the
link between the power, politics and conflicts and their potential impact over the change. Report
finally concluded with some recommendations which is made for the organisation to adapt such
factors in order to their change management and to improvise their business performance.