Leadership, Change, and Organizational Strategy: A Detailed Report

This report provides a comprehensive analysis of change management and leadership, focusing on the impact of change on organizational strategy and operations. The report uses Mark and Spencer (M&S) and Burberry as case studies to compare organizational strategies and the effects of political and environmental changes. It examines internal and external drivers of change affecting leadership, team, and individual behavior within organizations. Furthermore, it explores measures to minimize the negative impacts of change and evaluates organizational responses using relevant theories and models. The report also analyzes barriers to change, their influence on leadership decision-making, and utilizes force field analysis to assess driving and resisting forces. Finally, it applies different leadership approaches to address organizational changes and evaluates the effectiveness of various models of change management. The report concludes with recommendations for effective change planning and leadership.

Understanding and
Leading Change

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Compare different organisational examples how changes impact on an organisation’s
strategy and operations................................................................................................................3
M1 Drivers for change in each example and types of organisational change they affected.......6
D1 Conclusions and recommendations with valid justifications for planning change
effectively....................................................................................................................................7
TASK 2............................................................................................................................................7
P2. The internal and external drivers for change that affect leadership. Team and individual
behaviour within organisation.....................................................................................................7
P3 Measures to minimize negative impact of change on organisational behaviour...................9
M2 Appropriate theories and models to evaluate organisational response to change..............11
TASK 3..........................................................................................................................................11
P4. Barriers to change and their influence on leadership decision making..............................11
M3 Use force field analysis to analyse the driving and resisting forces and show how they
influence decision-making. .....................................................................................................13
D2 Critically evaluate the use of force field analysis in meeting organisational objectives.....13
TASK 4..........................................................................................................................................14
P5. Apply different leadership approaches to deal with the changes in the range of
organisational context...............................................................................................................14
D3 Evaluate effectiveness of leadership approaches and model of change management........15
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17
INTRODUCTION
Change management is the broad and constant procedure which manages change of
organisational objectives,vision and mission that has to be achieved within a period of time. The

primary objective of applying change in the organisation is to formulate the strategies which
helps in effective decision making process so that the management can control the change and
adopt it in the most significant manner. To sustain the business in the competitive era and to hold
large market share organisation must focus on exercising the change in the organisations. This
report is based on the chosen association Mark and Spenser which is the multinational brands
which deals in the retail sectors and is known for selling high quality clothing brands. This report
depends on effect or impact on change in technique and activities. In additionally incorporates
inner and outer drivers that influences initiative styles from group and individual conduct. It
additionally incorporates significant estimates that aides in end of negative impacts with
hindrances of progress with their effect on administration and basic leadership process. Finally it
incorporates different leadership methodologies in different hierarchical setting.
TASK 1
P1 Compare different organisational examples how changes impact on an organisation’s strategy
and operations.
Organisational strategy can be understand by those activities which is implementing by
an organisation in order to accomplish their long term business goals(Thomas, et. al., 2013).
While developing the business strategies an organisation must evaluate its present strategies to
its target strategies and then they adopt some required in the organisation. Implementing the
changes are necessary for Mark and Spencer as it helps them to attract more customers in their
products which results high profitability. New changes and new strategies will helps them to
provide a great customer base to them as they are producing their products according to the latest
trend. For better understanding the operations and strategies, some organisational examples are
compared with each other. The chosen organisations are M&S and their rival Burberry, their
organisational operations and strategies are given below:
M&S Burberry
Political
change
After Brexit, UK have to face various
changes in political environment. The
various rules, regulations, and policies
are implemented on the various
industries which affects them
As Burberry is also leading in UK and
its is also affected by Brexit in a
negative manner which leads the
organisation in a less profitability and
income. For overcoming this situation

greatly(van der Voet, Kuipers and
Groeneveld, 2015). Also, these rules
and regulations have great affect on
the strategies and operations of the
M&S so company have to adopt new
changes in their strategies and
operations which are described below:
Strategies: Previously, M&S uses the
high pricing strategies for attaining
the more profits but now company
have to changes their pricing
strategies for attracting more
customers towards their products.
This strategy will surely helps them to
cover huge customer base,
sustainability in the market, and
compete their competitors.
Operations: M&S is now more
concern about their operational
activities. For this, company has
increase their social presence so more
people able to know about their
products and offers. This will helps
them to attract more customer in their
products. Moreover, they are trying to
reduce the cost of their products so
they able to deliver the products at
lesser price but they are also concern
that the quality of their products will
be sustain, that will be not decrease
with the decreasing of products
they need to changes their strategies
and operations in order to maintain
their profitability and sustainability.
The changes in strategies and
operations of Burberry are as follow:
Strategies: As Burberry is leading in
the luxury products due to which their
products pricing are very higher. After
Brexit, economy of the UK constantly
going in downfall position because of
this people do not prefer to buy the
higher price products. In this case, for
preventing themselves from going in a
downfall position they have to adopt
skimming pricing strategy in which
pricing of the products are lesser then
the previous pricing but the quality of
the products remains same. This will
help them to maintain their customers
base and profitability.
Operation: For maintaining their
profitability and customer base,
Burberry have to changes their
operational activities according to
political changes. For attracting a large
customers they are focussing on the
implementing new innovations and
technologies in their production
activities so that they can enhance their
productivity and can less their cost.
Also, they are adopting some effective

pricing (Brown, 2012). ways for saving their extra cost like
they are an effective resource
management so they able to maintain
their resources according to their
requirements. It will helps them to save
their extra cost in their resources so
that they able to maintain their
products pricing and their profitability.
Environment
change
As now days environment is
constantly changing includes new
technologies, customers needs,
climate changes, waste disposal etc.
Due to which an organisation have to
more concern about the impact of
environmental changes on their
business. For preventing themselves
from environment changes, M&S is
always consider all the changes in
their business operations and
conducting their strategies
accordingly.
Strategies: For attracting more
customers and maintaining the brand
value, M&S has followed the strategy
of cash less payments due to which
they can save their environment from
deforestation. Also, they banned the
plastic bag in their outlets so they able
to convey the message that stop the
using of plastic bags.
Operations: They are also using the
The environment changes are also
affect on the performance of Burberry
so it is must for them to concern about
their environmental changes which can
effect their business operations and
strategies. Burberry is one of the
largest brand, for maintaining their
goodwill and brand value they are
adopting strategies and operate their
activities according to the
environmental changes which can be
understand by following points:
Strategies: In order to attract more
customers and run their business
smoothly they are focussing on that
strategies which can positive impact on
the environment.(Espedal, 2017). For
instance, they are adopting minimum
level of inventory so that they able to
save the wastage of resources.
Moreover, they are focusing on the
online transactions rather than the use
of paper. Burberry have also joined

approach of six sigma in their
operational activities as it will helps
them to improve their operations
according to the environment and also
assist them to eliminate the defect
from the products, services, and
processes. With the helps of this they
can easily find that processes which
can harm the environment in a badly
manner so that they will adopt some
required changes immediately(Hintz
and Bahia, 2013).
initiatives like keep Britain clean and
tidy.
Operations: For operating the
activities smoothly they are giving
proper training to their employees so
they able to understand the need to
changes in their activities so they can
contribute in an effective manner and
also they are motivating them to work
according to the environment so that
they save their environment.
M1 Drivers for change in each example and types of organisational change they affected
There are various factors which can effect the operational activities of the business. These
factors are divided into two categories or driver such as internal and external changes. Internal
driver include employees and managers, culture, money and resources, corporate image and
many more. External driver include competition, politics and government policies, customers
and suppliers, technology etc.
Types of organisational change they affected:
Transformational changes: These changes helps M&S to always keep in touch with
environment and also help them to evaluate the organisation strategies. For instance, they can
eliminate extra cost from their operational activities by evaluating and adopting new changes.
Remedial change: These changes are implemented when company is moving forward to
poor performance or deficiency(Gnan, Hinna, and Scarozza, 2013). In case of M&S, they should
provide training and development programs to their employees so that they can improve their
overall performance.
D1 Conclusions and recommendations with valid justifications for planning change effectively
From the above discussed facts, it can be understand that all the external and internal
factors can greatly impact on the operational activities of the M&S. Internal factors helps them to
manage their sources, finance and other monetary resources so that they can enhance their

productivity and profitability(Beycioglu, Jones and Harris, 2014). Other, external factors like
political, environmental, social and technological helps them to know about all the factors which
can greatly impact on the business.
The evaluation of all this factors helps M&S to gain competitive advantage and higher position
in the marketplace. Recommendations in this respect are given below:
 Company needs to discussed with its subordinated before implementing any kind of new
changes so they able to work effectively.
 Management needs to tell about the benefits of new changes so the employee will get
motivates to adopt changes in their activities. \
TASK 2
P2. The internal and external drivers for change that affect leadership. Team and individual
behaviour within organisation.
As the growth rate of the industrial sector is expanding day by day globally the
opportunities for the growth and development is also increasing with increasing rate. But with
this increment there comes numbers of threat attached to it from the internal drivers as well as
external drivers changes. To cope up with these changes an organisation like Mark and Spenser
must give an emphasis on evaluating and analysing the situation of the market and should all
look in the matter of predicting whether the change implemented is favourable for the business to
carry their operations out or not. Further this would support the business to formulate the plans
and policies which will leads to success. These change drivers are generally of 2 types :-
Internal drivers : These drivers are those which has a impact within the organisation.
Internal drivers influences the management to establish change within the organisation and its
structure and are also controlled within the company by their manager for execution of
operations effectively(Bin Taher, Krotov and Silva, 2015). Some internal drivers for change are :
Financial management : This plays a crucial role in affecting the performance of the
organisation as well as individuals or a group of individual. Financial management in the
organisation is concerned with the allocation of funds in the business, if the funds in the business
will not be distributed in a appropriate manner than it would decrease the working capacity of
individual or a team in a organisation. Mark and Spenser must focus on proper allocation of
funds to their functional departments for their smooth functioning(Fyke and Buzzanell, 2013).

Resources : Mark and Spenser must look into the matter of proper availability of
required resources such as capital, raw materials, labours, human resources in order to execute
different task and operation for the accomplishment of the organisation primary objective.
For analysing these Internal drivers company must focus on SWOT analysis also :
Strength Weaknesses
Strong brand image and highly skilled staff is
a strength for the Mark and Spenser.
Change drivers – Mark and Spenser work
with the flexibility and adopts changes
accordingly. These changes are effectively
implemented in the business by their
workforce.
Weakness of Mark and Spenser is that it some
products of the company is not of better
quality.
Change drivers: This is the core which serves
as a change driver for the Mark and Spenser
and for rising this factor company started
adding more mew techniques and better
quality of raw material to produce quality of
stuff.
Opportunity Threats
Opportunity for the company is that the
product and business expansion over various
geographical location.
Change drivers:- This opportunity is act as a
change driver which influence the business of
Mark and Spenser to focus on expansion of
brands by launching a new product .
Large number of competitors who offers
homogeneous products in the market.
Change driver:- This factor act as a change
driver for Mark and Spenser as company is
planning to launch variety of brands and
products.
External Drivers for change : these involves situations, circumstance that happens
outsides the organisation but has a huge impact on the operation of the organisation(Quinn, et.
al., 2012). External drives involves factors like political, social,technological and economical
which has direct influences on the performance of the business.
Political factors – These involves all those laws, rules and regulation which has been
passed by the government for the organisation to follow. These government legislations affect
the business of the Mark and Spenser in both the aspects positive as well as negative. Continuous

changes in the government policies may leads to the changes in the execution of the business
operations.(Diaz-Rainey, Robertson and Wilson, 2017). For applying these changes the manager
of the business must motivate their employees to adopt these alteration as adoption of these
change may leads business to the stage of growth.
Social factors – This factor is concerned with the changing demands of the customers
according to the current needs and trends. Frequent changes in taste and preferences of the
consumers also influence the organisation to adopt all those changes so that the business can
sustain in the market place. This changes have also influence the working capacity of the leaders
as they have to focus more on motivating their employees to adopt new marketing strategies for
the products.
Economical factors -The change in conservative factor likewise have a huge effect over
the activities that an organization performs. Adjustment in swelling rate, tax assessment
approaches, exchange arrangements and so on influence the plans and strategies pursued by
Mark and Spenser. In this way, at the season of such circumstance the job of pioneer is to direct
its retailers about the changing estimating technique so as to deal with the exhibition of
organization. Then again, such changes additionally impact the collaboration as they need to
work over new special technique to advertise their item.
Technological factors - New launch or up-gradation of application also influence the
activities performed by an organisation. The expectation of new technology also influence the
respective behaviour as they have to change their way of working which sometime demotivate
employees. Apart from this team work is also get affected as each person is different in term of
their skills or capability these differences may sometimes creates conflicts among team member.
So at that time role of a leader is to keep its employees motivated and ready to accept changes by
providing them training for using new technology and guiding them over their work(White and
Robinson, 2014).
P3 Measures to minimize negative impact of change on organisational behaviour
Changes are essential for any kind of organisation as it is the best way for leading the
business towards the succession. But these changes have the both positive and negative effect on
the business. It is necessary for the management of M&S to do efforts for preventing themselves
from the negative effects of these changes. For decreasing the negative impact of these changes
on the employee M&S must follow below described points:

 Increase the participation of employees in change process: For implementing the
changes successfully an organisation needs to include their subordinates in their decision
making process of new changes (Lawrence, 2015). This will motivates the employee
towards the organisation goals as they feel that they are important assets of the
organisation.
 Training and development programs: If an organisation needs to adopt new changes
and strategies in their operational activities then they should focus on the giving proper
training and held development programs for enhancing the skills and knowledge of the
employees. Moreover, they should tell the employees that these changes will helps them
to get more success and higher profitability of the organisation.
Furthermore, if the management of M&S wants to maximise the negative impact of the changes
on the employees they can adopt a proper technique or model like PDCA model which will helps
them to motivates their employees towards the positive effect of new changes in the business.
This model is described below:
Plan: This is the first step in which manager of M&S will decide about that which kind of
change they should implement and what objective and targets they want to achieve by
implementing the changes. In this they should include their subordinates. Before adopting a new
change they should do proper market research they should analysis all the information related to
cost, manpower, resources etc. This will helps them to produce according to the existing market
trends and also helps them solve the issues and take the advantage of the opportunities (Aslan
and Reigeluth, 2013).
Do: This is next step after planning, in this step management of M&S needs to apply effective
strategies and processes for completing their task. Also, they should evaluate the plans which
they are implementing for achieving their organisational goals and targets.
Check: In this step, an organisation will check the impact of these strategies and plans on the
organisational activities that how much they are working for the organisation or they are
profitable or not for them. At this stage, management of M&S will check the effectiveness of
these strategies by comparing planned strategies and actual results. It will help them to take
effective and required decisions regarding to their strategies so that they able to enhance their
performance.

Act: This is the last step in which management of M&S are concern about adopting an
appropriate strategy in their business(Iles, 2017). They are aware about the defect in their
strategies so they can reduce them and run their business smoothly.
Hence, this model will help them to conducting their activities in a proper manner by following
each step. For all these steps running smoothly M&S should include their subordinates in each
and every step so they can motivate and helps them to achieve their goals and targets.
M2 Appropriate theories and models to evaluate organisational response to change
The main reasons behind the changes occurring are external and internal factors which
have great effect on the performance of the organisation. For preventing themselves from
negative effect of these changes M&S should us the PDCA model in their operational activities
as it is very helpful in changing environment. This model will help them to frame effective
strategies and also evaluate the effectiveness of these strategies. Moreover, it also assist them to
indulge their activities according to the changes in the environment so they can sustain in the
market for a longer period of time. On the other side, it has some disadvantage like if they
management of the organisation does not make appropriate strategies then it will lead them in a
downfall position and they have to bear high losses.
TASK 3
P4. Barriers to change and their influence on leadership decision making.
Adopting change is the core for ever organisation in order to compete in the marketplace
as it has become an essential for each company in order to satisfy their customers needs, wants
and desire. While implementing these changes in the business organisation number of barriers
occurs which limits the performance and growth of the company. To avoid these barriers
organisations must take into consideration about different measures which will help the business
of Mark and Spenser to enhance their performance and growth(Lopez and Wise, 2015). Leading
are some ordinary barriers faced by organisations in process of bringing changes:
 Lack of employee involvement:- This would be the primary problems which will be
faced by the company Mark and Spenser. As the employee's of the company may resist to
the change and could avoid adopting new methods of performing the task. This problem
arises in the companies as the employees feel uncomfortable with the new way of doing

business as they get habituated to it and leads to lack of employee involvement(Foltin,
and Keller, 2012).
 Government regulations:- Government regulations is the major problem that will
impact the business of Mark and Spenser. These rules and regulations by the government
restrict the companies in adopting the changes in operating business. Mark and Spenser
is operating their business world wide so it has to face difficulties in operating their
business world wide as it has to take permission from the government for applying or
installing a minor or major changes.
In today's scenario the expectation of the public is rising day by day in regard to satisfy
the customers expectation the company have to look into the matter of launching variety of new
and diversified products. So that the company can compete with their competitors in the market
place. To sustain the business in the market the company like Mark and Spenser have decided to
launch new product range for the public with better quality of colour and stuff . These product
has been launch by considering the current trends in the market. But to attain success from these
changes, company must use Force Field Model which symbolise the forces that are in favour or
against the changes. It provide an structure for looking over the factor that may influence the
position or activity performed by company. These forces are explained below:
Forces against changes:-
 Increasing cost:- Arranging of quality stuff and raw material for manufacturing of new
product may leads to increase in cost and price of the products.
 More labour turnover and absenteeism:- As to survive in the competitive era the
company as well as its employees are working with extra efforts and time so that they can
position their product in the market place. This overburden of work has increased the rate
of labour turnover(Lee and Byun, 2012).
Forces in favour of changes:-
 Customers want new product:- Demand for these product in the market is very high so
it is a positive factor for the business of Mark and Spenser to position their products in
the mind of customers and in the market. Increase in product category:- Launching of new product in the market will leads to
increase in the recognition of the brand and its brand image.

 Governmental support:- The government of the various economy supports in launching
new products by decreasing the rate of taxes which will be profitable for Mark and
Spenser as they will be supported by the government in the marketing of their products.
Hence from the Force field model analysis it can be interpreted that marketing of this
product will be beneficial for Mark and Spenser. As it is highly demanded product and get
acceptance in marketplace(Agostino, Arena and Arnaboldi, 2013).
M3 Use force field analysis to analyse the driving and resisting forces and show how they
influence decision-making.
Every organisation have to face various challenges or barriers while implementing new
strategies and changes. With the help of this model, M&S will be able to adopt these changes in
an effective manner. This model will help them to analysis the driving and resisting forces of the
organisation. As driving forces are related to the competition, technology, and workforce of the
organisation, it will greatly effect on deicide making of management like they have to more
concern about providing better training programs to their employees so they able to motivates
them towards their organisational goals. Other, resistance forces are related to the higher
operational cost and lack of employees involvement in the organisation. These forces also impact
the decision making of the M&S as they should involve all the employees in their decision
making processes so that they can motivates them in order to implementing new changes and
towards the organisational goals and targets.
D2 Critically evaluate the use of force field analysis in meeting organisational objectives
Force field analysis is very beneficial for the company as well as their employees these
forces which includes in this techniques are very helpful to motivates the employees. This is
simplest technique to adopt by company in order to solve their complex situations and
implementing new changes. On the other hand, it is sometime negative effect on the organisation
like resistance force sometime increase the stress level among employee which is the big issue
for the company(de Sousa Jabbour, 2015).

TASK 4
P5. Apply different leadership approaches to deal with the changes in the range of organisational
context.
There are different leadership approaches which are followed by organisation in order to
sustain in the market by achieving their targeted goals within a given time frame. Organisations
have their own way and pattern of managing employees and motivating them towards the
accomplishment of organisational goals(Patterson, McAuley and Fleet, 2013). The Manager of
Mark and Spenser will adopt different initiative approaches to influence their employee's to work
with implementing changes such as :
Democratic leadership approach : This leadership approach is the most suitable
approach as in this the power is decentralized and the subordinates are given power to share their
view point regarding the problems and decision making. The Manager of Mark and Spenser will
adopt this so that they can easily establish the change in the method of working of organisation
and its structures. Employees participation in the decision making process will help the
organisation in holding a strong level of trust between the management and employees.
Situational leadership approach : this leadership approach is the one in which leaders
keeps on changing their leadership pattern as per the demand of the situation. Leaders of Mark
and Spenser will adopt this leadership style when they want to establish change in their process
of production , new technologies etc. as the demand of the external environment . This leadership
style would support the business of Mark and Spenser to motivate their employees to adopt new
technologies in order to perform the task effectively.
Transactional leadership approach : Transactional leadership is one in which the
manager provides rewards and punishment to their employees on the basis of their
performance .Mark and Spenser will use this leadership approach as this approach will leads to
increase motivation of the employees by rewarding them with some benefits and will also allow
them to put their full efforts towards the performance of the organisation(Bin Taher, Krotov and
Silva, 2015).
Lewin's change model :
This models helps the organisation's by providing high level of approach to changes. By
Implementation of this model in an organisation a manager can identify whether the change

established is suitable for the organisation or not(Hellman, 2012). This model consists of 3 phase
such as -
Unfreezing : It is the first and foremost step of change where the management as well as
employees resist to change(White and Robinson, 2014). Primary objective behind this change is
that how to convince employees to adopt the changes so that the organisation can carry out all
their business activities in a significant manner. In context of Mark and Spenser, the employee's
as well as management must focus on easy adoption of changes as this will leads to growth an
opportunities for the organisation.
Changing : In this stage the employees of the organisation gets into the change process.
Adopting the change in the organisation will support the management to overcome the problem
of rigidity. If the employee's of the company Mark and Spenser are open to adopt the changes it
would give them a easy understanding of emerging issues and will support them in taking
corrective measures.
Refreezing : It is a final stage of change which strengthen, helpful and constitution a new
state of change. In that stage employees give their major effort because management focus on
need of execution change and take proposal from subordinates so that they feel motivated and
creation should be acquired by them. Hence all these stages of change establishment are very
much essential in organisational growth and enhancement.
This model of Lewin's change will help the organisation in running their business's
smoothly by adopting the changes which will leads to the growth of the business and provide
them with the opportunities which are beneficial to them.
D3 Evaluate effectiveness of leadership approaches and model of change management
As per the above study, it can be evaluated that the organisation will be benefited if they
focus on the situational and democratic leadership approaches as it help the management in
maintaining the harmonious environment the workplace. This would also help in getting
maximum efforts for applying changes according to the market scenario. In addition, this model
is more effective because it not only increases involvement of each employees but also it
reduces conflicts and issues from workplace(Foltin, and Keller, 2012). Furthermore, this model
is ineffective when management does not wants to take support from their employees therefore,
in this situation employees feels dissatisfied which leads to failure in applying the change.

CONCLUSION
From above report, it can be understood that changes are necessary for every organisation
because without implementing new changes on time an organisation can not more succeed and
attain more growth opportunities. Also, there are various external and internal factors which can
effect the business activities in an effective manner. It has also concluded that force field analysis
is an effective technique to motivates their employees towards adopting new changes in the
organisation. Moreover, There are various type of leadership approaches which can be used by
managers to deal with the changing organisational situation effectively.

REFERENCES
Books & Journal
Agostino, D., Arena, M. and Arnaboldi, M., 2013. Leading change in public organisations: the
role of mediators. Leadership & Organization Development Journal. 34(7). pp.596-615.
Aslan, S. and Reigeluth, C. M., 2013. Educational technologists: Leading change for a new
paradigm of education. TechTrends. 57(5). pp.18-24.
Beycioglu, K., Jones, M. and Harris, A., 2014. Principals leading successful organisational
change. Journal of Organizational Change Management.
Bin Taher, N. A., Krotov, V. and Silva, L., 2015. A framework for leading change in the UAE
public sector. International Journal of Organizational Analysis. 23(3). pp.348-363.
Brown, B. C., 2012. Leading complex change with post-conventional consciousness. Journal of
Organizational Change Management. 25(4). pp.560-575.
de Sousa Jabbour, A. B. L., 2015. Understanding the genesis of green supply chain management:
lessons from leading Brazilian companies. Journal of Cleaner Production. 87. pp.385-
390.
Diaz-Rainey, I., Robertson, B. and Wilson, C., 2017. Stranded research? Leading finance
journals are silent on climate change. Climatic Change. 143(1-2). pp.243-260.
Espedal, B., 2017. Understanding how balancing autonomy and power might occur in leading
organizational change. European Management Journal. 35(2). pp.155-163.
Foltin, A. and Keller, R., 2012. Leading change with emotional intelligence. Nursing
management. 43(11). pp.20-25.
Fyke, J. P. and Buzzanell, P. M., 2013. The ethics of conscious capitalism: Wicked problems in
leading change and changing leaders. Human Relations. 66(12). pp.1619-1643.
Gnan, L., Hinna, A. and Scarozza, D., 2013. Leading organisational changes in public sector
building blocks in understanding boards behaviour. In Conceptualizing and Researching
Governance in Public and Non-Profit Organizations (pp. 57-89). Emerald Group
Publishing Limited.
Hellman, S., 2012. Leading and managing change. The School Leader's Toolkit: Practical
strategies for leading and managing. pp.126-140.
Hintz, C. and Bahia, H., 2013. Understanding mechanisms leading to asphalt binder fatigue in
the dynamic shear rheometer. Road Materials and Pavement Design. 14(sup2). pp.231-
251.
Hughes, M., 2016. Leading changes: Why transformation explanations fail. Leadership.12(4).
pp.449-469.
Iles, V., 2017. Leading and managing change. ABC of Clinical Leadership. 24(1). pp.49-87.
Lawrence, P., 2015. Leading change–insights into how leaders actually approach the challenge
of complexity. Journal of Change Management. 15(3). pp.231-252.
Lee, G. and Byun, T., 2012. An explanation for the difficulty of leading conceptual change using
a counterintuitive demonstration: The relationship between cognitive conflict and
responses. Research in Science Education. 42(5). pp.943-965.
Lopez, P. and Wise, D., 2015. Leading Change for the Implementation of Common Core State
Standards in Rural School Districts. Education Leadership Review of Doctoral
Research. 2(1). pp.47-56.
Patterson, C., McAuley, E. and Fleet, A., 2013. Leading change from the inside: a braided
portrait. Reflective Practice. 14(1). pp.58-74.

Quinn, D., et. al., 2012. Leading change: Applying change management approaches to engage
students in blended learning. Australasian Journal of Educational Technology. 28(1).
Thomas, T., et. al., 2013. Leading change and innovation in teacher preparation: A blueprint for
developing TPACK ready teacher candidates. TechTrends. 57(5). pp.55-63.
van der Voet, J., Kuipers, B. and Groeneveld, S., 2015. Held back and pushed forward: leading
change in a complex public sector environment. Journal of Organizational Change
Management. 28(2). pp.290-300.
White, V. and Robinson, S., 2014. Leading change in policing: police culture and the
psychological contract. The Police Journal. 87(4). pp.258-269.
Online
Introduction to Marketing. 2018. [Online]. Available
through:<https://study.com/academy/lesson/introduction-to-marketing-definition-and-
applications.html>