Understanding and Leading Change: Organizational Impact and Leadership

This report provides an analysis of understanding and leading change within organizations, using Aviva as a case study. It compares organizational models, examines internal and external drivers of change and their impact on leadership and team behavior, and evaluates measures to minimize the negative impacts of change. The report also explores barriers to change and how they affect decision-making, and discusses different leadership approaches to managing organizational change effectively. The PDCA model is suggested to measure change components, and strategies for improving employee morale and productivity are discussed. The analysis incorporates PEST analysis to assess external factors influencing Aviva's operations.

Understanding & Leading
Change

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Compare various organisational model and their striking of change...............................1
TASK 2............................................................................................................................................3
P2. The structure in which internal and outer drivers of alteration affect leadership, team and
single behaviours....................................................................................................................3
P3. Evaluate measures which can be used to minimise perverse impacts of change on
organisational behaviour........................................................................................................6
TASK 3............................................................................................................................................7
P4. Various obstruction to change and find out how they cause leading decision making....7
TASK 4............................................................................................................................................9
P5. Different leadership approaches to dealing with a range of organisational context........9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
When a company to make development and enhancement in its business operations and
activities, they require to understand and measure modifications within organisation and market
so that they can formulate plan of action according to that. It also assist the firm in understanding
and finding out difficulty that they can endure in forthcoming time and by it they can frame
strategies which assist in getting over and obviating problems in effective way (Al-Haddad and
Kotnour, 2015). The company taken for this written document is Aviva which is incorporated in
2000 and its headquarter in London, UK. It is the ample all-purpose insurer and a leading life
and pensions provider. There are 30,021 employees who are making their contribution in running
the business of company in different nations of the world. Topics which are defined in this report
are example of companies and how its activities and plan of action impacted, intrinsic and
extrinsic drivers of change that affect leadership and phases by which the company can reduce
unfavourable impact. Several leadership approaches will also explain that assist in dealing with
issues in efficacious way.
TASK 1
P1. Compare various organisational model and their striking of change
In current era, the main reason in term of organising business operation and activity is to
gain profitability and growth in market shares or for work for social term. Accordant to
respective case Aviva is a general insurer, life insurance, pension and fund management
organisation. In UK, the national authorities compel certain obstruction that instantly and
indirectly influence to the respective firm's profit and market share (Bernstein and Linsky, 2016).
Fro acknowledging the effective condition of alterations that impacting activities and operation,
Aviva organise relation reasoning with its rival the Hartford financial group. Comparison of both
organisation are mentioned as beneath:
Basis Aviva Hartford Financial group
Structure In Aviva, the firm is
organising their business in
hierarchical organisational
structure in which there are
The Hartford is organising
their business functions and
operations by following
hierarchical organisational
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several phases and level like
upper , middle and lower level.
Now the firm want to reach
upper level to lower level at
the time of following several
other phases which is time
taking (Byers, 2017). So the
management of the respective
decided to modify their
organisational structure into
flat. The major reason towards
this change is to make
development in execution and
productiveness of workforce.
In addition to it, they want to
minimise time period which is
consumed for devising any
determination. In this manner,
they able to take decision
become easy as well as
employees feel satisfaction
because they are getting
effective treatment at similar
level as per division and
grading.
structure in which they are
suffering from various issues
and they take decision to make
modifications and changes in
their organisation structure in
term of hierarchical to flat
structure. With the help of it,
the workforce of company can
make communication with
each other in efficacious
manner which encourages and
make development in emotions
of connection in them to the
company. When the workforce
of the respective company feel
motivated, they organise their
work and task in adequate way
which assist in minimising
operation and production cost.
In addition to it, they capable
to minimise waste during
process (Coghlan and Shani,
2015). By it, they able to gain
more profit margins, maximise
market share and employee
turnover will also minimise.
Strategies The main plan of action, to
apply and utilisation of flat
structure in company, is directs
to encourage workforce who
instantly assist them in
The management of the
respective firm formulate plan
and plan of actions by which
they can minimise waste and
organise their operations in
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developing their
productiveness in appropriate
way. Through this, workers
are get treatment as same
extent and there is also
minimisation in conflict.
crucial way. For this they offer
grooming and development
programs to employees so that
employees can do their work
in most effective and crucial
manner.
Operations When the firm adopt flat
structure in its working
environment then there is
some favourable changes
generate in the company like
no they needed less time frame
for determination devising
activity which assist in saving
their time (Daft and Marcic,
2016). By this completion
timing of manufacture and
work get minimise, employees
accomplish their work in
provided time duration.
By adopting respective
alterations in the respective
company, they capable to
minimise waste and operation
& production cost. It become
potential for the organisation
by utilising different functions
like frame rules minimise
waste, groom and train
workforce in context of doing
specific work or task
adequately, compare cost of
diverse providers and others.
TASK 2
P2. The structure in which internal and outer drivers of alteration affect leadership, team and
single behaviours
Drivers of change mentions to the factors by which modification is generate in the
business functions and activities of a company. It is a riotous force that existing in almost all
scenarios and it has diverse influence on specific scenario (Doppelt, 2017). The drivers of change
is segregated in to two types like internal drivers and external factors of change and they
influence activities of a business concern. Inner thrust of changes in this action had been found
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out by SWOT analysis. Some main drivers of change which impact Aviva operation are describe
beneath:
Internal drivers
It indicates to those factors which are present within the company and which make
control and influence administration of working environment. Internal factors and forces which
affect Aviva are as under:
Organisational culture- It refer the values, beliefs, behaviour and attitude of the people
in a working environment. The ineffective behaviour of employees and staff members will
influence the execution and productiveness of entire group in Aviva firm which also impact on
organisation's profit margins (Espedal, 2017). In Aviva, some individual behave weirdly to other
people, so to prevent and get over from this situation the administration of respective firm frame
plans and policies in context of discrimination. If there is ineffective organisational culture then
it will impact behaviour of individual by which issues and complexities arise in group. It
instantly affect performance and productiveness of employees and determination devising of
leader.
Employees moral- It indicates to the level of confidence and capability of an individual
and it is crucial for the firm. If the workforce have low moral or less attracted in context of job,
they will influence business operation and functions of company. So to avoid this kind of
situation Aviva can develop several programmes in context of encouraging workforce. Some of
actions are they offer training, conduct motivational session, organise parties and activities etc. If
leader of Aviva make efficacious planning for improving employee moral. It will assist in
developing productivity of workforce which directs to effective group work. With the help of it,
firm can able to accomplish aims and objectives in adequate and appropriate way.
External drivers
It states to those factors and components which exist external of the company and it can
not be disciplined by the firm itself and can only improve plan of actions accordant to them.
These strategies of the firm assist in organising their actions and business activities in efficacious
and effective way. To analyse the external drivers of change Aviva can use PEST analysis which
is explained as beneath:
Political- This factor instantly and indirectly affect the company in term of funding and
precedence of it. The organisation has to formulate plan of actions and tactics as per political
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components (Goldscheider, Bernhardt and Lappegård, 2015). Aviva has to follow several
legislations and regulations for organising their business and if the national authorities of the
country make change in their rules and legislations, the leader of respective company has to
frame plan of actions and policies as per them. When modifications are generated in political
organisation, it will impact policies of respective firm. When Aviva accept modified plan of
actions it will instantly and indirectly impact the demeanor and working of leader, workforce and
group and senior has to formulate plans as per alterations.
Economical- There are several change components that are consisted in economical
elements like employment rate, inflection rate, currency rate, interest rate etc. these all factors
create instant impact on determination devising activity of leader in Aviva. For example, if there
is minimisation in purchasing behaviour of respective firm then it will affect the manufacturing
activities and effectivity of workforce in Aviva (Houwer, 2016). If changes are occur in
economic situation of consumer then it will impact their buying behaviour and leader of
organisation has to produce goods and services as per needs and financial situation of the
company. When modifications will generate in economic system and situation of nation then it
will instantly affect the economy and financial condition of organisation. It directs to alteration
in demeanor of team as well as individual. If financial status of the firm impact in negative
manner then it will instantly affect worker pay and sources of financing. It will also influence the
productiveness and profitability of workforce in respective way.
Social- It consist social needs and demand of of potential clients of the firm. So if there is
any kind of alteration occur in consumer needs and demands, in Aviva, leader formulate and
develop plans and plan of actions accordingly. Sometimes, it will instantly affect workforce
motivation and productiveness of group. So to obviate and get over this condition the leader of
Aviva do marketplace trends analysis on regular basis and then frame new plan of actions and
policies as per trends.
Technological- This component improve the productiveness and quality of
manufacturing activity of the firm by developing and updating technology which is utilising for
manufacturing. In Aviva, the management of the company usage advance techniques which
make work force's work easier and they capable to perform their task and work in less time
frame. If the company use innovative technology then it able to develop workers work quality
and quantity (Komives and Wagner, 2016). In addition to it, there is development in workers
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motivation and productiveness of staff members at Aviva organisation. The leader of respective
company analyse the market on regular basis and then frame plan of actions as per to new
technique and consumer need.
P3. Evaluate measures which can be used to minimise perverse impacts of change on
organisational behaviour
In a company, happening plays a crucial role in organising enterprise life cycle of the
firm in smooth and effective way because with this, they capable to accept new techniques and
other things from surroundings which are capable to improve their marketplace position. In
Aviva, influence of alteration factors is favourable in following way because it assist leaders to
develop the moral of their staff members (Kua and et. al., 2016). It assist in organising operations
in adequate way, organise activities in crucial manner and others. In addition to it, there is some
unfavourable impact of change drivers like leader has to devise new plan of action and polices as
per the condition which is time consuming and maximise mental stress of leaders. Sometimes,
administration has to monetary value cutting that instantly influence workforce salary and other
advantages etc. It will also minimise workers motivation and satisfaction in context of company.
For avoiding these kind of unfavourable result of modifications Aviva can implement PDCA
model, for measuring components, which is described as beneath:
Source: WHAT IS THE PLAN-DO-CHECK-ACT (PDCA) CYCLE,(2020).
Plan- In this phase, the firm can organise market analysis and find out problems, growth
options and accordant to that they formulate plan of actions to resolve conflicts and gain
opportunity. In this phase, the management of Aviva can organise market analysis regularly to
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Illustration: WHAT IS
THE PLAN-DO-CHECK-ACT (PDCA) CYCLE

find out complexities, issues, growth options and new trends (LeMaster, 2017). With it, they able
to minimise impact of change by framing plans and plan of actions in appropriate and adequate
manner. For instant, Aviva facing issue in getting attention of consumer and by evaluating and
monitoring state and industry, they capable to know that there is lack in publicity phase. So they
plan to develop their message technology by utilising integer and social media method.
Do- In this stage, a company can measure its plan of actions which they formulate in
preceding phase as in term of effective solution. They make assessment on small standard and
find out efficaciousness of the outcomes. In Aviva, the administration measure plan and plan of
actions which they frame in plan phase and find out the efficiency of the star6tegies (Maccoby,
2015). So, improving their promotional or publicity application by digitalization and societal
media. They plan to groom their workforce that how they can upgrade their enterprise efficiently
by social media like Facebook, Instagram, Twitter and other digital media like email, pop up
notifications etc.
Check- In this phase, the management of the company evaluate the efficiency of plan that
are developed by the firm and find out that plan is effective or not. In this stage, the management
of the respective company make comparison among their expected result and actual outcome.
Then, find out that plan is effective fro them or not if there is any modifications needed they do
in respective manner. For instant, they organise check whether their chosen promotional channel
is effective for them or not. If they analyse and monitor any kins of issues and problems then
they update or make change as per that. If plan appear ineffective then they will drop individual
channel and find out new which is more capable and suitable.
Act- It is the last phase of respective model and within this phase, the administration of
the company identify that plan is effective and they can apply and implement its in successful
manner. In Aviva, if the demonisation of the firm find out that their plan or plan of actions which
they frame above they will try to apply it a company (Mackey and et. al., 2015). Then, accordant
to it, they can groom and train workers so that they did not suffer any kind of issues at the time
of performing in respective situation.
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TASK 3
P4. Various obstruction to change and find out how they cause leading decision making
At the time of making changes in a company, some time barriers may generate that make
gap in between actual and standard activities that acquire unfavourable influence on day to day
manufacturing actions in working environment. So the administrators and leaders of the
company accountable to measure market and find out barriers and then formulate plan of actions
as per it, in term of resolving issues respectively. Aviva can implement force field analysis to
determine the modifications that are explain beneath:
Force Filed Analysis
It analyse as model by which an organisation can make evaluation and analyse
modifications that occur in the firm. It consider two powers and factirs that is driving force and
resisting force. Driving force assist a company in finding out and organising modifications and
accept it within a working environment (NHS England, 2016). While resisting force is a type of
barrier that arise in among accepting and applying modifications. It is analyse as one of the
adequate and crucial technique for determination devising activity. Assessment of force field
analysis regardingAviva is mentioned as below:
Driving force- It indicates to alterations in forces when changes are occurred in
consumers needs and desires and their leaders has to frame plan of action as per that. In Aviva,
the target audiences of the company are having need of new life insurance, pension records etc.
In addition to it, the consumers and workforce are requiring new advanced technologies for
storing information and content in efficacious way. The leader of respective organisation plan
new plan of actions and satisfy requirements and desires of workers as well as consumers and
apply it in a company.
Resisting force- It indicates to different barriers which are faced by an organisation when
they plan to make change in their company. When a company implement modifications in
working environment they it needed huge finance or cost, lack of workforce assistance because
they did not want to accept modification or alteration and they are restrict to present techniques.
This kind of workforce behaviour influence profitableness and productiveness of a respective
company (Rainer, 2016). In Aviva, the leader of the company decide to encourage their workers
so that they will perform their work and task in adequate and suitable way.
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There are few barriers and challenges which is suffer by a company and in context of it,
they plan to make change which influence determination devising activity:
Lack of staff engagement- It is a basic issue and barrier which an organisation suffer
when they make alteration or creation in business. In Aviva, the administration of company also
suffer this kind of problem and barrier when they adopt change at their working environment
then workforce did not show any kind of interest and concern. It generate because they have a
fear of adaptation of new techniques that it will minimise their obligation, beliefs and value in
current working environment. So, the leader of respective company make a plan to organise
meeting and assure employees that their importance and value will not decrease. In meeting, it
will also convey that the reason of acceptance of this new technology is to make their work easy
so that they can execute their duties in more efficacious way.
Lack of monetary value and investment- For organising any kind of change fund is
required through which they capable to make change and modifications in efficacious way in
working environment. In Aviva, when the management of the firm plan to use new technology in
context of prevention of data and information from misuse then they chose various concept and
techniques (Renko and et. al., 2015). After that the administration do determination of financing
and budget which they will require to accept new technologies and get cognize that they did not
have very budget. They can accept application which is of middle range and leader also take
decision in context of selection of that application which is available and require middle funding.
TASK 4
P5. Different leadership approaches to dealing with a range of organisational context
After implementation of changes, it is crucial for firm to opt appropriate leadership
approaches for managing the modification in proper way. Therefore, few approaches which
leaders of Aviva adapted in order to deal with changes are described underneath:
Transformational approach: It is considered as an appropriate leadership approach that
is vital for leaders to opt. In this, an overall conversion is regarded into account and leaders are
accountable for setting an aim as well as assuring an effective change within plan of actions
which it can manage acceptance in employees towards changes.
Autocratic approach: This is also known as autocratic leadership. Respective approach
will render ability to few individuals who will also responsible fro developing decisions.
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Moreover, in this, Aviva do not consider the opinions as well as viewpoint of their subordinates
throughout the whole changes which is performed within firm.
Situational approach: This is define as set of values that involves behaviours, belief
where range of individuals perform in this (Salman and Broten, 2017). So, leaders of Aviva may
comply this approach so that they can able to manage many circumstances that are enhancing
into workplace. It also determinants the constrain approaches as its leaders have its own way or
style for dealing with as well as resolving specific problems. Moreover, respective approach is
revised in nature that may be used majorly into Aviva.
For effectually evaluate that which leadership approaches are suitable for performing the
modification Aviva used Lewin's change model that are described underneath:
Lewin's change model
This is define as important concept for performing the modification into entities. It is
developed by Kurt Lewins. In this, it includes three stages unfree, freeze and refreeze (Tombetti
and Mason, 2019). As per him, the procedures of change entails developing conception that
modification is required then moving towards new one and expected level thereafter solidify that
new things or behaviour. So, Aviva use this to develop new structure which assist its leader to
develop strategies based on modification:
Unfreeze: In this, Aviva leaders find change and take permission from their management
as it is essential. Such as they identify that they have to modify its work process which they are
utilising recently. As they using hierarchical structure but currently it try to execute in flat
framework so for instance they may take support from their senior authorization.
Changes: In this, Aviva's leader communicate the strategies to whole staff and also try to
manage issues that are associated with modification. So, it develop strategies based on their need
by engaging its employees into it.
Refreeze: In this, Aviva identify a way by which they may become competent to
implement changes for longer term survival into competitive marketplace. For instance, they
organise some session as well as explain that to its workers related to changed organisational
structure effectiveness (van der Voet, Kuipers and Groeneveld, 2015). Also, states that how to
work effectually in this.
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Therefore, among the above explained leadership approaches, transformational leadership
is suitable for the leaders of Aviva as it assists them to create a vision as well as consequently
formulated an effective strategies so that changes can be implemented in smoother way.
CONCLUSION
As per preceding explain information, it can be conclude and summarise that to form
improvement and betterment in the business operations and activities of a company
modifications and changes are required. They are effective for the maturation and success of the
organisation. When an origination make change then there are intrinsic and extrinsic factors of
changes which affect the organisation in different manners positive as well as negative. To
reduce the destructive effect of these factors, the management of the company can use PDCA
model. During the time of making change, the administration of the firm face several barriers
and to overcome them, they can use force field analysis. Different leadership approach can be
adopt by the firm to deal with change and issues which are occurred cause of them.
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REFERENCES
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