Leading Change in Organizations: A Case Study of Aviva's Strategies

This report analyzes how Aviva, a major financial services company, navigates organizational change. It begins by comparing Aviva's strategies with those of The Hartford Financial Group and Virgin Money, highlighting how technological advancements and consumer demands drive change within the financial sector. The report then explores internal and external drivers of change, such as innovation and resource management, and their impact on leadership, team behavior, and individual actions. It examines leadership's role in minimizing negative impacts through training and technological adaptation, and addresses barriers to change. The report also evaluates different leadership approaches to manage change effectively, including transformational and remedial change, and concludes by emphasizing the importance of adapting to market dynamics. It provides insights into how organizations can maintain a competitive edge through strategic change management.

Understanding and Leading
Change

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Compare different organisational examples where there has been an impact of change on
an organisation’s strategy............................................................................................................1
TASK 2............................................................................................................................................3
P2. The ways in which internal and external drivers of change affect leadership, team and
individual behaviours...................................................................................................................3
P3. Evaluate measures that can be taken to minimise negative impacts on organisational
behaviour.....................................................................................................................................6
TASK 3............................................................................................................................................7
P4. Explain several barriers for change and analyse how they influence leadership decision
making.........................................................................................................................................7
TASK 4............................................................................................................................................8
P5. Different leadership approaches to dealing with change.......................................................8
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................11

INTRODUCTION
In a business, change is states to the activity in which something is done a different form. As
it is also crucial for enterprise in developing their execution as it is associated with the
modifications that are trending in the market. According current scenario, modifications are
arises within the firm sometime it put favourable influence and at the same time it also considers
unfavourable impact. Therefore, it is important for business venture to execute all the
modification and also efficiently acknowledge the similar to improve their favourable execution.
The organisation taken for this written document is Aviva that is established in 2000 and it’s
headquartered in London, UK (Drago-Severson and Blum-DeStefano, 2018). It is the largest
general insurer and a leading life and pension’s offered. There are approx 30,021 workers who
are making their involvement in operating the business of enterprise in several countries across
the globe. For the accomplishment of this assessment, Aviva is a crucial selection as with the
assessment of it, the report will demonstrates about the changes within the financial sector
venture which impacts their strategies, structure and operations in diverse form.Topics that are
explained in this document are example of organisations and how its operation and plan of
actions influences, external and internal drivers of change that influence leadership and steps
through which the organisation can minimise negative persuade, Diverse leadership approaches
will also define which help in dealing with complexities in effective form.
TASK 1
P1. Compare different organisational examples where there has been an impact of change on an
organisation’s strategy
There are several kinds of organisational change, some of them are describe as under:
Organization Wide Change- It is a massive-scale transformation that impacts the
complete enterprise. This should include restructuring management, including a brand new
coverage, or introducing a new company era. Such large-scale change could be felt by means of
each unmarried worker. However, because the dust settles, you may begin to see enhancements.
Organizational trade can be a sharp indicator in know-how how long-held policies have become
outdated or mirror an enterprise’s remodelling identification.
Transformational Change- This alternate in particular targets a corporation’s
organizational strategy. Companies that are pleasant suitable to resist rapid exchange in their
1

industry are nimble, adaptable, and prepared to convert their game plans while the need arises.
Strategies to manual transformational alternate must account for the modern state of affairs and
the path an organisation plans on taking (Types of Organisational change. 2020). Cultural traits,
social climate, and technological progress are a number of the numerous factors leaders must
don't forget.
Personnel Change- It happens when a agency experiences hyper-boom or layoffs. Each of
those types of organizational exchange can motive a full-size shift in worker engagement and
retention. The danger of layoffs evokes worry and anxiety amongst body of workers participants,
and leaders have to anticipate that employee morale will go through. Nevertheless, the enterprise
ought to pass ahead. It is vital to show authentic compassion and motivate personnel to retain to
paintings difficult via hard times.
Remedial Change- Leaders put in force remedial modifications after they pick out a need
to deal with deficiencies or poor organization overall performance. For example, monetary
misery is commonly because of lacklustre performance and calls for remedial exchange. Other
common examples include introducing employee training software, rolling out new software, or
developing a role to repair a pain factor.
In present time, the main cause in form of conducting business operation and action is to
earn profitability and development in market shares or for work for social form. As Aviva is
general insurer life insurance, pension and fund administrative establishment. In UK, the
government impose certain barriers that instantly and indirectly impact to the respective
enterprise’s revenue and market share (Tombetti and Mason, 2019)). For understanding the
effective situation of changes that influencing function and operation, Aviva conduct comparison
analysis with its rival the Hartford financial group. Comparison of both companies is defined as
under:
Organisation Changes Drivers of
change
Impact on
strategy
Impact on
operations
Aviva As technology is
developing day by
day so, this
becomes easy to
operate in all UK.
Business
expansion
The major
strategies and
tactics, to apply
and use of
innovative
When the
company will
accept or use
innovative
tehcnologies in
2

Aviva is a
successful
financial sector
company which
operate its
business by
offering insurance
and other financial
products to clients.
In term of
operating their
business in
effective manner
in this technical
word, they decided
to use innovative
technology for
effective running
of their business in
this competitive
business
environment.
technologies in
establishment, is
guides to
motivate workers
who directly
help them in
improving their
efficiency in
effective form.
By this
employees are
get fair and equal
treatment and
there is also
reduction in
issues
(Neumann,
James and
Vince, 2019).
its working
environment
then there is
some positive
modifications
arise in the
venture such as
they require less
time for decision
making that help
in saving their
time. By this
completion
timing of
production and
work get
reduction,
workers perform
their task in
granted time
frame (Yrjölä
and et. al., 2019).
Hartford
Financial
Group
In respect of
technology UK
have the advanced
telecommunication
infrastructure in to
globe. In reference
to technology
advancement,
Hartford Financial
Updated and
quality services
The
administration of
the respective
company frame
strategies and
plan through
which they can
make control on
the wastages and
By accepting
respective
changes in the
respective firm,
they able to
reduce devastate
and operations &
manufacturing
cost. It become
3

Group used the
technologies so
that it can able to
facilitate effective
services to its
clients within UK.
conduct their
operations in
effective form.
Regarding it,
they can offer
training sessions
regarding use of
new technologies
to manpower so
that workers can
do their work in
most efficient
and essential
way.
latent for the
company
through using
diverse functions
such as reduce
wastage, groom
and train workers
to execute a
particular task
effectively,
compare cost of
different offers
and many more.
Virgin Money
UK
In context of
technology UK
have the
innovative
telecommunication
technology in the
world. In context
of advance
technology Virgin
money adopted the
technologies so
that is can make
development in its
services like 24*7
hours customer
services so that
people can resolve
Offering
effective
customer
services.
The management
of the particular
venture devise
effective plan of
action with the
help of them
they can
effectively
manage its
customers and
resolve their
queries in
effective
manner. In term
of it, they can
provide training
to its workers so
By executing
particular change
in the specific
venture, they
capble to retain
their target
audiences and
offering effective
services to them.
Along with this,
the venture can
increase its sales
and revenues in
more developed
manner.
4

their issues and
ask questions.
that can
appropriate deal
target audiences
and provide
satisfactory
answer to them
In a competitive enhancing and reviewing management shape and enterprise
approaches that support in making and dynamic commercial enterprise environment, change is
all approximately common overall performance more competitive and well-known as nicely.
Along with this, it is also taken into consideration as an essential system wherein organisation
alternate its working style, strategies and aims with the intention to cope with the adjustments
and also successfully handle the identical. This may be contributes in disposing of the
opportunities of springing up any type of troubles and obstacles in the commercial enterprise
activities. Sometime change is agency is also beneficial in keeping its aggressive part. In context
to this, the most important driving force to exchange is enforcing new technologies in the
operational sports to serve great offerings to its clients. In this regards, there are some drivers for
adjustments bring over the operations and techniques execute with the aid of the agency. All
those can be understood with the aid of following factors:
Consumer demand: It is one of the critical driving force of change as clients are
often trade their interest closer to the company and its offerings. Due to trade in market trends is
also have an effect on the overall performance of the enterprise. By presenting them nice
offerings as in keeping with their call for is also beneficial in improving the performance of the
organisation (Rossi, 2019). This will without delay contributes in increasing profitability stage of
the organisation at marketplace vicinity.
Competitors: It is also a prime driver to change that foster corporation in enforcing
changes with the aid of analysing the competition in marketplace region. By this they make
adjustments inside the products and offerings. This can be growth the possibilities of improving
superb image at aggressive marketplace vicinity. By providing great offerings to its customers as
examine to its rivals may additionally resource in maintaining customers glad and dependable as
well.
5

TASK 2
P2. The ways in which internal and external drivers of change affect leadership, team and
individual behaviours
Divers of change refer to the components through which change is arising in the business
functions and operations of an establishment. It is upsetting force which present in almost all
scenarios and it has several impact on particular scenario. The drivers of change are classified in
to two kinds such as interior drivers and exterior drivers of change and they affect operation of
business enterprise concern. Internal drivers of modification in this process had been identifying
through SWOT analysis (Rossi, 2019). It refers to those components which exist externally of
the firm and it cannot be controlled by the venture itself and can only develop strategies
according to them. This plan of actions of the establishment helps in conducting their actions and
operations in effective and adequate way. To determine the external drivers of change Aviva can
execute PEST analysis which is defined as below: Some key drivers of change that influence
Aviva operation is define as under:
Change Internal/external Impact on
leadership
behaviour
Impact on
team/departmental
behaviour
Impact on
individual
behaviour
Measur
e to
minimis
e
negative
impacts
Innovation: It is
described as the
prominent drivers
for change within
company. Most of
the firm needed to
innovate its
operation, methods
and many others in
reference to sustain
for long time in
Internal These types of
innovation
impacts
leadership
positively as
their leaders
needed to
directs the
whole company
regarding new
change
As a pressures can
be experienced
through the team
for accepting new
manners as well as
performing with
advance techniques
and tools in context
of innovation that
planned by
This influence
the
behaviours of
a people
because they
have to
acknowledge
the new forms
of operations
and work as
per which
The
measure
to
reduce
the
unfavou
rable
influenc
es is
training
will be
6

competitive For
ensuring its
immense position
within market area
in future time,
Aviva have to
consistent into it
work regarding
accepting new
technology and
process through
introducing
Artificial
Intelligence through
using united
security facilities as
well as chat bots to
assure that
information are to
be secure.
(Amukongo,
2020).
company. their possible. offers to
group
and
people
that
assist
them to
acknowl
edge the
new
forms
easily.
Resources: the
internal resources of
company consider
technologies,
financial
management and
others. These assets
facilitate change
within
administration and
execute that as this
Internal Optimistic
influence have
realised upon
leadership
because they
accepted
transformational
style to handle
with changes
regarding
resources. For
Change in this
situation can
influence team
behaviour within
company. Such as
the use of advance
technology that is
influenced
resistance into
workers and their
morale (Small,
Behaviours of
people get
influenced
unfavourably
as new forms
of working
have been
started in
establishment
and they has
to work as
Training
and
develop
ment
program
mes
session
will be
offered
to their
team
7

is important for
company to change
its operations in
reference to
increase the overall
factors execution in
roles of corporation
(Geukes, van Zalk
and Back, 2018).
example,
company have
to change its
strategy that is
linked to Brexit
fiscal
management
post where
transformational
leadership plays
essential
function for
increasing the
execution of
assets in
effective
manner.
2018). per. and
people
as well
as some
plan of
actions
will be
framed
so that
they can
execute
efficient
ly and
adequate
ly.
Political drivers:
This component
directly and
indirectly influences
the firm in term of
financial support
and preference of it.
The enterprise has
to frame strategies
and plans according
to political factors.
Aviva has to follow
diverse rules and
laws for conducting
External These
modifications
have pessimistic
influences on
leadership
behaviours
because they are
responsible for
creating the
structure of
company
flexible so that
their workers
get maintained
However, this
modification also
influences group
behaviour
unfavourably. As
cause of Brexit the
sales get minimised
and team do not get
any kind of
compensation by
which they get
demotivated
(Valdez, 2020).
Because of
desired
changes the
people
experience
shortage of
job securities
within
establishment.
To
reduce
the
negative
influenc
es, the
Aviva
execute
merger
with
another
establish
ment
which
8

their business and if
the government of
the nation make
modification in their
policies and
legislations, the
leader of particular
venture has to
formulate plan of
actions and policies
according to them
(Smith, 2020).
When changes are
occurred in
potential firm, it
will influence
policies of
enterprise. When
Aviva adopt
changed and altered
politics it will
directly and
indirectly affect the
behaviour and
working of leader.
Employees and
team and superior
have to frame plans
according to
changes.
and ensure
organisation’s
sustainability
into uncertain
situations.
develops
the jobs
vacancie
s.
Economical- There External These changes This will influence It will To
9

are diverse
modification factors
which are included
in economical
factors such as
employment rate,
inflation rate,
currency rate,
interest rate and
many more. These
all components
generate direct
impact on decision
making activity of
leader in Aviva. For
instance, if there is
reduction n buying
behaviour of
particular
enterprise, then it
will influence the
production activity
and efficiency of
employees in
Aviva. If changes
are arisen in
financial situation
of customer then it
will also influence
their purchasing
power and lead of
influenced the
leadership
behaviours as
leaders have to
face regular
force as well as
asperity to
retain their staff
instead of its
bad economic
situation
(Grother and
Coventry,
2018).
the group
behaviours as they
feel demotivated
and do not work
efficiently for
accomplishing
organisational
objectives.
influence
people’s
behaviours
as they find
out the
evaluates
gaps and
measure the
components
within they
can involve to
bring reforms.
control
negative
influenc
e the
administ
ration
have to
predicts
the
fluctuati
ons that
will
arises in
future
(Reeves,
2018).
Also,
they has
to
measure
rivals
plan of
actions
to stay
aspect.
10

venture and leader
of the firm has to
manufacture
product and
facilities according
to demands and
economic condition
of the firm (Mackey
and et. al., 2018).
When changes will
occur in economic
system of country
then it will also
impact the fiscal
circumstance of
company. It leads to
medication in
behaviour of team
and individual. If
the economic
situation of
company influence
in unfavourable
form then it will
affect employee pay
and sources of
funding. It will also
impact the
efficiency and profit
margins of
employees in
11

adequate form.
Social- It includes
social demand and
necessities of
potential clients of
the company. So if
there is any kind of
changes arise in
customer demands
and preferences, in
Aviva, the leader
frame and design
plans and strategies
accordingly.
Sometimes, it will
directly influence
employee’s
empowerment and
efficiency of group
(Amis and Janz,
2020). So to avoid
and get over this
situation the leaders
of Aviva execute
market trends
determination on
ordinary base and
then develop new
plan and policies
accordant to trends.
External It impact
optimistic on
the behaviours
leadership, it
permit the
administration
of establishment
to employ
people from
many cultures
and work to
offer effective
facilities to its
consumers.
Also, these
modifications have
positive influence
on team behaviours
as it can experience
that cultural impacts
the more
opportunities for
development.
This
influences the
people
behaviours
because they
have to
modify their
working
methods
through
utilising.
Organis
ation has
to
closely
measure
or assess
the
custome
rs tastes
and
executio
ns in
referenc
e to built
goods
accordin
g the
consume
rs
choices.
Technological- This External It has optimistic However, team Furthermore, They
12

factor develop the
efficiency and
quality of
production process
of the company
through developing
and updating
technology that
make employees
work easy and they
able to execute their
task and work in
less time duration.
If the firm utilise
innovative
technology then it
capable to develop
employees work
quality and quantity
of work. Along with
this, there is
development in
employee’s
motivation and
productiveness of
staff members at
Aviva organisation.
The leader of
respective
establishment
determines the
influence on
leadership
because their
leaders have to
make easy
training to its
workers
towards
acceptance of
advance
technology.
behaviour is usually
optimistic as
workers into group
knowledge and
experiences an
accumulative
change.
these
modifications
influence
people
behaviours
unfavourably
that can be
resistaince at
particular
extent as
sometime it is
hard to work
with advance
technologies.
have to
offer
orientati
on
towards
the new
technolo
gies and
machine
ry which
respecti
ve firms
are
acceptin
g so that
they can
capable
to
acknowl
edge
about
that
efficient
ly and
execute
as per
them.
13

market on ordinary
base and then
develops strategies
accordant to
innovative
technology and
customer need.
Internal drivers
It refers to those aspects which are exist within the firm and which make control and
impact management of workplace. Internal factors and forces that influence Aviva are as below:
Organisational culture- It indicates the value, beliefs, behaviour and attitude of the
individual in a workplace. The ineffective behaviour of workers and staff members will impact
the performance and efficiency of whole team in Aviva which also influence on the revenue and
earnings of business venture. In respective firm, some people behave weirdly o others, so to
prevent and get over from this condition the management of particular enterprise create polices
and rules regarding discrimination. If there is ineffective organisational culture then it will affect
behaviour of people through which conflicts and issues occur in team. It will directly influence
execution and efficiency of workers and decision making of leader.
Employee’s moral- It refers to the level of confidence and capability of a person and it is
important for the company. If the employees have low moral or less attracted in reference of job,
they will influence business operation and functions of organisation (Al Barwani, Flores and
Imig, 2018). So to avoid this type of situation Aviva can organise diverse programmes in
reference to motivating employees. Some of activities are they provide like training, organise
encouragement programmes, conduct parties and practices etc. If leader of Aviva make effective
planning for developing workers moral. It will help in developing efficiency of employees that
leads of efficient team work. With the assistance of it, company can capable to attain aims and
goals in appropriate manner.
Impact of these drivers on leadership
With the change, the responsibility of Aviva is also increased as they need to lead their
group and provide effective direction to handle the modifications. Leaders with these changes
14

need their team member’s motivation level, customer satisfaction level and employment
performance also (Nelson and Luetz, 2019). Sometimes these modifications put a positive impact
but sometime also influence the organisational framework and leadership form of venture in
negative way. It is important for a leader to notify and deliver all the data towards modifications
to its group people and offer guidance to them to execute in critical situations. Sometimes, these
changes influence the morale of manpower and causes of which they resist the alterations with
bring new policies and technological creation which assist in developing service excellence.
Impact of these drivers on team and individual behaviour
Cause if internal and external modifications, the behaviour of people and group impact
and which generate negative influence on the job satisfaction and attitude regarding their
ventures. Lack of empowerment towards employees will generate negative influence on
fulfilment degree of employee and that arises and generate situation of employment loss and
worker turnover in Aviva. In addition to this, changes due to exterior modification may develop
the improvement the healthy working atmosphere in the company.
P3. Evaluate measures that can be taken to minimise negative impacts on organisational
behaviour
Changes arisen in the organisation cause of internal and external driving forces that create a
negative influence on the behaviour of employees and organisation. Workforce in Aviva is
contributed in the action of change as they may support the organisation to deal with the
alterations and accomplish positive outcomes. Along with this, sometimes employees conduct
resistance to change if they are not in support to the modifications due to the rights damaged
(Allen, 2018). To get over and minimise the negative impact, the management of respective firm
can include some measures and the explanation of them as under:
Communicate or organise interview with employees- The manager and leader of Aviva
needs to organise an official meeting or interview with its manpower and people of the firm so
that they can understand their feelings in reference to change. In interview, they need to interact
with teammates and consider them in the discussion to find out the actual issues and conflicts
that they are facing due to modifications. Effective communication of leader and manager of
particular firm will help to identify the major cause regarding worker’s resistant through they can
formulate and utilise creative plans and polices to satisfy them.
15

Try to delegate roles and responsibilities equally- The manager and executive needs to
identify the current abilities and skills of their employees so that they can hand over roles and
responsibilities as per their skills to them (Boff and Cardwell, 2020). This type of measure
considered through manager will help to manage the positive environment and reduce the
negative impact of inside and outside changes. Equal role allocation between employees will
avoid the inequality issues between employees will neglect the disparity issues between
employees and reduce the options of problems.
Take employees commitment- After identifying changes, it is important for the manager to
deliver all the data about the modifications with the employees and task or their commitment to
compact with the changes. With the help of employee commitment, it can be easy to Aviva to
accept modification in efficient form. The workers also need understanding the changes and then
offer their commitment to neglect the future issues and conflicts between team members.
Expand the communication channel- It is other crucial measure which can be taken in to
deliberation with the aim of reducing unfavourable influence of changes. The change is the
process that majorly develops the requirements of improving normal communication tool so the
employees can make efficient interaction and deliver all the information and knowledge. With
the developed communication channel, it can be easy for the employees that they can deliver
their ideas and problems with administrator towards modifications (Bell, 2018). By using the
communication sources, the manager can remain their employees modernised about changes on a
regular base.
There are diverse external and internal drivers that force the venture to make modifications
in the firms for contending with others and making enhancement. Internal drovers consider
products and service development, financial management, organisational culture, innovation,
consumer complaints, employee morale and waste management. Due to enhancement of rivalry
day to day, the respective mentioned ventures need to make growth in the quality o its services
and products to compete with others. Establishments also have to make changes in products and
services on receiving complaints of customers. They have to make changes in commodities and
services on receiving complaints of target audiences. They have to make change in
encouragement and rewarding strategies for developing employee’s morale. They need to make
effective waste and financial management for ensuring development of firm. External drivers of
change consider technological innovation, government policy, competition, fiscal change and
16

customer satisfaction and responses that drive organisation to make alternations for assuring
development and earning rivalry benefits.
Along with this, it has been summarised that the defined changes evaluate such as
communicate or conduct interview with workers, try to delegate roles and accountabilities
equally, take employees commitment and expand the communication channel. According to
these measures, it can be suggested that the venture can make development in its communication
channel that assists in resolving the complexities of making modifications, It assist in providing
and sharing clear and accurate data to its workers and they will execute their task and dutues in
more developed manner.
Plan– At this segment, the management of a assignment will plan techniques which will
acknowledge damaging have an impact on of alteration as well as accordant to that they'll body
plan of movements. In context of Aviva, inside this phase, the management will organise
dedication of complete market and place of job in order that they may find possibility. As in step
with the development choice, management will expand plans for accepting at their running
environment.
Do– Within this step, the administration of a project will execute the plan and method that
they evolved above for neglecting detrimental have an effect on of the amendment in operating
environment. In context of Aviva, the management will body techniques for accepting change
efficiently. Along with this, for it they will enhance new plans like supplying education to people
earlier than executing trade, have interaction workforce in willpower devising so one can well
known whole system and plenty of extra. Furthermore, inside this segment, they will additionally
require to be expecting outcome of executing scheme in operating environment.
Check– Under this stage, employer will organise evaluation of approach that they're be
given for eliminating impact of modification. In context of Aviva, they'll examine as well as
compare preceding performance and present day performance to well known whether or not
there is any improvement takes vicinity motive of change or not. Further if the outcome is
enthusiastic them management of specific firm will execute the course of action while if the
technique no longer work then trade will completed as in line with the troubles.
Act– It is the ultimate phase at which organization will organise commerce strategies and
purposes as in line with to the plan that they chosen. In context of Aviva, they will organise
17

training and improvement actions for workers as consistent with new method so the execution of
trade will efficiently organise in the working environment.
TASK 3
P4. Explain several barriers for change and analyse how they influence leadership decision
making
There are diverse types of barriers or changes that occurred in Aviva which form an impact
on the decision making conducted by leaders of business enterprise. The explanation of few
barriers, to changes that suffered by the particular enterprise, is as below:
Employee resistance- Sometimes modifications occurred in the business of Aviva are
accepted through its employees and which arise the chances of argument. If employees are not
agreed with alternations then issues and conflicts are arise and which increase the chances of
ineffective execution of task and employee turnover within the establishment. Resistance
conducted and arisen by manpower to avoid the chances which can be occur due to the barriers
to the changes (Bennett and Rowley, 2019). This issue can be reduced through offering training
in reference to new accountabilities and responsibilities so that they can ready themselves for the
new changes.
Lack of consensus- This barrier of change occurs when the manager or executive of Aviva
fail to get the employees on board with the changes ensued in respective enterprise It is analysed
that decision making process in context of modifications comes from the high level team of
particular firm and it is important for the management team to on board their staff needs so that
they can effectively handle changes and management can suffer divergence with their staff
members with the lack of agreement and permission of the team members will generate the
barriers for the alterations and that disturb them when change process in respective company take
place. This complexity can be reduced through taking prior agreement of high level management
group to neglect future issues.
Above noted factor are the elements which impact on the decision making of Aviav while
they're growing selection related to trade for the achieving of preference intention. In addition to
this they may additionally adopt force discipline version for overcoming issues within the
powerful manner. According to respective model there are two forms of forces of alternate i.e.
Driving pressure and resisting force. Driving pressure is considered as development in pressure
18

consistent with the change in marketplace of customers demand including new era, trends,
consumer call for and requirement and so on. It is crucial for respective venture to understand it
properly for the attainment of choice purpose as well as target impressively. This pressure
encourages or pushes respective organisation to undertake trade at the workplace. On the
opposite hand subsequent force is resisting pressure which appears as hurdle inside the
implementation of alternate at the place of work of particular firm together with budget or value,
employee’s much less participation in work, much less professional employees and many more.
So in this situation it is critical for respective company manager to increase proper techniques
and plan for the attainment of preference goal and goal impressively.
Force against modifications, there are some forces which might be towards of
adjustments which can be made in Aviva. Government, trade in authorities guidelines and
approaches create bad impact on the enterprise of Aviva. For instance, if the companies, begin
paintings toward any mission however all at once authorities make adjustments in its polices and
guidelines that have an effect on negatively to organisations and choice making of chief because
the chief designed strategies and strategies in accordance that policies. Increase in price and
disruption, if the enterprise make alternate in its products, it boom the cost of goods and
merchandise. That can also rise to disruption among competito4rs in marketplace closer to that
merchandise. Lack of employees involvement, According the clients and market needs, the
leader take selection and devised new policies and regulations according the. But the personnel
of the companies are apprehensive to undertake them. For example, Aviva adopt exchange to
provide product in accordance clients need however their employees aren't geared up to simply
accept that changes and left the corporation. Making adjustments in businesses guidelines
selection making of chief have an effect on negatively those affect productivity of the
organizations.
Influence of barriers on the leadership decision making
These types of issues and barriers affect the decision making procedure of the leadership
in Aviva. The responsibility of leaders also increases due to pressure and force of handling the
complexities that is suffered through the leaders. These types of barriers influence the leader’s
decision in reference to modification their plans through which they can make control as well as
assist in solving employee’s conflicts. The leader also needs providing training to workforce in
order to new duties and responsibilities which influence the current determination of the people
19

and maximise their accountabilities (Chen and et. al., 2020). In reference to barriers for
modifications, the individual needs to increase their communication with the team members and
try to identify the form and manner due to behind confrontation so that decision can be alters of
avoid the complexities between the teammates. Due to change barriers, the leader needs to
change their role and duties distribution between the people of a unit so that efficient planning
can be executed to manage the synchronisation between the manpower.
Ways by which the company can reduce the resisting forces/barriers
Set challenging, conceivable and tasty objectives- Be clear in steerage approximately
dreams and targets. Break trade tasks into smaller milestones, and have a good time
achievements. Goals need to be innovative and consistent with values and beliefs. Don’t restrict
the advent of milestones and size of intention fulfilment to the general attempt. While these are
important group milestones that will help to inspire the crew to preserve with most effort, it is
also vital that you remember person development. Seek methods to anchor non-public
development to the introduction and continuation of crew dreams along the alternate adventure.
Resolve conflicts quick and efficiently- Utilize the seven techniques of care-fronting to
modify and manipulate communicative breakdowns. Encourage openness and honesty and
engender an surroundings of mutual trust and admire. It is imperative to engender a great team
spirit, so individual need to don't forget ways in which they can accomplish that. During periods
of change, tensions may additionally run high and personal anxieties may be heightened. Team
meetings and team bonding sessions will help their humans to understand and respect their
colleagues more easily, especially if the management make sure transparency of verbal exchange
and a scientific approach to trouble fixing that encourages frank trade of view to attain a
collective and collaborative partnership.
Support- Organizational transformation is usually followed by using a exchange to
routines, taking people out of (lengthy-established) consolation zones. This may result in
exhaustion, in particular if the corporation is difficult to common alternate or commercial
enterprise evolution. Support requires managers to expand their emotional intelligence and hook
up with their humans. Offering adequate help is also time-eating, requiring educated managers
and leaders to employ training approaches to be simplest when managing trade in company.
20

TASK 4
P5. Different leadership approaches to dealing with change
Leaders have a good influencing power and they can influence the behaviour of others in
an organisation (Hayes, 2018). They use strategies to motive the employees and leadership is an
art which cannot be taught but they have it. Different organisations have different leadership
approaches.
 Trait approach- The traits of the leader is important to influence the behaviour of
employees like good communication, works effectively in an team, etc. The traits are in
the human nature and it helps them to perform effectively.
This leadership is effective for the organisations having the leadership traits in the
leaders, which will help them to perform effectively.
 Situational Approach- The leadership is based on different situation and the leader
should be able to handle it. This leadership is effective in the organisations who have
large operations and in many countries.
 Functional Approach- The leader should not just have the characteristics of a good
leader but should act, behave and communicate like a leader. This leadership approach is
effective as they are determined by the functions of a leader and the strategies they use to
motivate the employees. The organisation like Aviva focuses on increasing profits of the
organisation so the leader should be strong in its functions to take decisions.
 Relational Approach- This leadership focuses on maintaining relationship with the
employees according to it a leader is not the one who has traits of a leader, functions as a
leader or can be effective in a situation. This approach give importance to the relations in
the organisations (Doppelt, 2017). They understand the needs of the employees, provides
them solutions and motive them to increase the productivity in an organisation.
 Transformational Approach- These leaders have the traits to inspire others. The leader
helps the employees in improving their performance and achieving their individual and
organisational goal. A transformative leader has a critical approach and they can predict
the future so that they can make strategies to achieve it. The leader of Aviva is
responsible for effectively operating transformations in the organisation (Pick and et.al.,
2015).
Choosing the best leadership style for Aviva
21

Situational leadership- Aviva is a private organisation which provides products like
insurance and other financial service to customers in the markets of Asia and Europe. They are
the largest financial organisation of UK and serves to many countries.
This leadership approach is important for Aviva as they have different cases to work and
the leader of the organisation should make strategies for different situations. This leadership is
effective for the organisation where they have to motivate employees to perform in different
situations.
The change management theories and models
A leader is the one who can manage the change in an organisation, communicates it
effectively and help the employees to perform. The employees should have a good relation with
employees so that they can manage change in the organisation (Lozano, Ceulemans and Seatter,
2015).
Kurt Lewin's Change Management Model
This model helps the organisation to effectively manage change and it was founded in
1947. It help the leader to understand the change process and it is based on that to expand and
grow it is important to change the functions of an organisation. Aviva has leaders which
understands the need of the employees and motivates them to perform effectively. This model is
based on unfreezing, changing and refreezing.
 Unfreezing- It means that the change should be explained to the employees first as they
should know the importance of change for an organisation. The employees do not want a
change so they resist it and the leader should have good communication to understand
their need.
 Changing- This is a process where the employees are managing the change in an
organisation (Lozano, Nummert and Ceulemans, 2016). They are moving to adapt the
change in the organisation and the leader should communicate, educate and understand
the problems of the employees.
 Refreezing- The leader should monitor the performance of employees in an organisation
and he should analyse the management of change. The employees should be given
rewards for their contribution to the success of the organisation.
Leadership in Change Management
22

The leader of Aviva should have good relations with the employees and should be able to
help them understand the importance of change for the success of the organisation. Aviva has to
make changes in the organisation and the leader should help the employees and educate them
about the benefit of the change on the employees. The advantage of trait theory is that Aviva
identifies the traits of the leaders and selects them on the basis of effective performance in an
organisation. There are many employees in the organisation and trait leadership helps Aviva in
improving the performance. The disadvantage of trait theory is that they are based on the skills
of the leader of Aviva and not the performance of the employees that will help in the
management of change. The advantage of the two types of situational leadership approaches-
task oriented which focuses on achieving the goals of the Aviva and relationship oriented which
focuses on maintaining the relationship with the employees so that they can motivate to perform
better. The disadvantage of situational situational leadership is that they are rigid in the change
management. A leader of Aviva should maintain relations with employees as they need
motivation for identifying criminals. The employees are helping the organisation and the leaders
should help them in increasing benefits. The leader of Aviva should measure the performance of
employees in an organisation and make the strategies to motivate them to perform to achieve the
success. The best leadership for Aviva is relational leader because he makes the employees feel
that they are important for the organisation and they help in the management of change by
helping them in better understanding of the needs of the organisation.
CONCLUSION
From the above report it is concluded that the organisations should understand and manage
change as the current organisations are working in an environment which have internal and
external factors affecting the business. The change management is not a complex process but it is
different for different organisations based on the type and structure of the organisation. The
organisations operating in many countries should understand the impact and its influence on the
organisational goal. There are barriers to change and the organisations should have effective
leadership so that they can influence the behaviour of others in an organisation. The role of a
leader in an organisation is to measure the performance of employees at each level so that they
can have productivity. The organisations are successful when they have good leaders and the
make effective decisions for achieving the goals and motivate employees so that they can work
to increase the productivity and helps in achieving the goals of an organisation.
23

REFERENCES
Books & Journals
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Pick, D. and et.al., 2015. Understanding emotions in higher education change management.
Journal of Organizational Change Management.
Lozano, R., Ceulemans, K. and Seatter, C.S., 2015. Teaching organisational change management
for sustainability: designing and delivering a course at the University of Leeds to better
prepare future sustainability change agents. Journal of Cleaner Production. 106.
pp.205-215.
Lozano, R., Nummert, B. and Ceulemans, K., 2016. Elucidating the relationship between
sustainability reporting and organisational change management for sustainability.
Journal of Cleaner Production. 125. pp.168-188.
Drago-Severson, E. and Blum-DeStefano, J., 2018. Leading change together: Developing
educator capacity within schools and systems. ASCD.
Tombetti, E. and Mason, J.C., 2019. Takayasu arteritis: advanced understanding is leading to
new horizons. Rheumatology, 58(2), pp.206-219.
Neumann, J.E., James, K.T. and Vince, R., 2019. Key Tensions in Purposive Action by Middle
Managers Leading Change. Res. Organ. Chang. Dev, 27.
Nelson-Brantley, H.V. and et. al., 2018. Leading change: A case study of the first independent
critical-access hospital to achieve Magnet® designation. JONA: The Journal of Nursing
Administration, 48(3), pp.141-148.
Neumann, J.E., James, K.T. and Vince, R., 2019. Key Tensions in Purposive Action by Middle
Managers Leading Change', Research in Organizational Change and Development
(Research in Organizational Change and Development, Volume 27).
Yrjölä, M. and et. al., 2019. Leading change: A customer value framework. Leading change in a
complex world: Transdisciplinary perspectives.
Rossi, P., 2019. Conflicts in Leading and Managing Change: Towards a Reflexive
Practice. Leading Change in a Complex World: Transdisciplinary Perspectives.
24

Mackey, J. ad et. al., 2018. Leading change to co-teaching in primary schools: A “Down Under”
experience. Educational Review, 70(4), pp.465-485.
Amis, J.M. and Janz, B.D., 2020. Leading change in response to COVID-19. The Journal of
Applied Behavioral Science, 56(3), pp.272-278.
Al Barwani, T., Flores, M.A. and Imig, D. eds., 2018. Leading Change in Teacher Education:
Lessons from Countries and Education Leaders Around the Globe. Routledge.
Nelson, W. and Luetz, J.M., 2019. What can we learn from Pope Francis about change
management for environmental sustainability? A case study on success factors for
leading change in change-resistant institutional environments. In Sustainability and the
Humanities (pp. 503-524). Springer, Cham.
Allen, B., 2018. Leading change together: Reducing organizational structural conflict through a
dialogic OD approach using liberating structures.
Boff, C. and Cardwell, C., 2020. Leading Change in Academic Libraries. Association of College
and Research Libraries.
Bell, D.I., 2018. Leading change: African conceptions of leadership and transformation in higher
education in South Africa. Realizing Qualitative Research into Higher Education, 7.
Bennett, D. and Rowley, J., 2019. Leading change in higher music education pedagogy and
curriculum. Leadership of Pedagogy and Curriculum in Higher Music Education,
pp.178-187.
Chen, Z. and et. al., 2020. Will You Come Back/Check-in Again? Understanding Characteristics
Leading to Urban Revisitation and Re-check-in. Proceedings of the ACM on
Interactive, Mobile, Wearable and Ubiquitous Technologies, 4(3), pp.1-27.
Coruzzi, C.A., 2020. Leading Change With Intelligence: The Power of Diagnosis in Creating
Organizational Renewal. The Journal of Applied Behavioral Science,
p.0021886320953982.
Donnelly, G., 2020. Leading Change: The Theory and Practice of Integrative Polarity
Work. World Futures, pp.1-22.
Kinchington, F., 2019. Critical thinking in leadership: Leading change in complex contexts.
In International Perspectives on Leadership in Higher Education (pp. 31-43).
Routledge.
25

Amukongo, F.N., 2020. Leading change towards sustainable academic improvement at schools
of the|| Karas region (Doctoral dissertation, North-West University (South Africa).).
Small, C.R., 2018. Librarians leading change: informal learning spaces and the interception of
public libraries and STEAM.
Geukes, K., van Zalk, M. and Back, M.D., 2018. Understanding personality development: An
integrative state process model. International Journal of Behavioral
Development, 42(1), pp.43-51.
Valdez, A., 2020. Leading change in the International Year of the Nurse and Midwife.
Smith, K.M., 2020. Leading change: Adopting a transformational approach to leadership within
the Internal Security Forces of Lebanon, enabling a community based style of
policing (Doctoral dissertation, University of Portsmouth).
Grother, T.W. and Coventry, J., 2018. Leading change as a student in medical school-our
reflection. The British Student Doctor Journal, 2(1), pp.30-31.
Reeves, D., 2018. LEADING CHANGE: Moving on from the Ninth World Urban
Forum. Planning Quarterly, (209).
Online
Types of Organisational change. 2020. [Online]. Available Through: <
https://blog.walkme.com/5-types-of-organizational-change/>.
?
26