Leadership and Change Management: Models, Theories, and Analysis

This report delves into the critical aspects of leadership and change management within organizations. It begins by defining change and change management, emphasizing their importance in adapting to dynamic internal and external environments. The report explores different types of organizational changes, including transformational change, and introduces key models such as Lewin's Change Model, the Force Field Model, and the 3-Stage Change Model. It further examines other organizational change models, including the McKinsey 7S model, and provides a comparison between Lewin's and McKinsey's frameworks. The report then transitions to Kotter's 8-Stage Model, providing a comprehensive analysis of its stages. The report emphasizes the need for effective strategies and leadership qualities to enhance an organization's adaptability, competitiveness, and profitability. The report concludes by highlighting the significance of analyzing both internal and external factors to implement effective changes and foster employee skill development.

LEADERSHIP AND
CHANGE
MANAGEMENT

Contents
INTRODUCTION.......................................................................................................................................3
TASK 1.......................................................................................................................................................3
1 CHANGE AND CHANGE MANAGEMENT.....................................................................................3
2 TYPE OF ORGANIZATIONAL CHANGES......................................................................................4
3 LEWIN’S CHANGE MODEL.............................................................................................................4
4 LEWIN’S FORCE FIELD MODEL OF CHANGE.............................................................................5
5 LEWIN’S 3 STAGE CHANGE MODEL.............................................................................................5
6 OTHER ORGANIZATIONAL CHANGE MODEL............................................................................6
7 COMPARISON OF LEWIN’S CHANGE MODEL AND McKINSEY 7S MODEL..........................8
TASK 2.......................................................................................................................................................9
KOTTER’S 8 STAGE MODEL..............................................................................................................9
CONCLUSION.........................................................................................................................................11
REFERENCES..........................................................................................................................................12

INTRODUCTION
Any organisation needs to be changed according to the change in the external and internal
environment. As the business environment changes rapidly so the need to adopt the suitable
changes is very essential which will help the organisation to attain the competitive advantage and
also make it productive in doing their activities. To adopt the changes in the organisation the
management also have to increase their efficiency by implementing the effective strategies and
also increasing the leadership qualities in the organisation so that it will help the organisation to
increase the rate of adaptation of the new change which will in return help to increase the profit
margin of the organisation. the organisation also have to analyse all the external and internal
factors to make the change more effective and also have to develop the leadership style to
improve the employee skills and also make them more efficient in doing their work. In this
report there will a brief information about how organisation adopts to the change in the
environment and what challenges they face in adopting the change to get the core competency in
the market and also help the organisation to achieve the organizational objectives. There are
different models and theories which the organization applies in order to get the effective change.
TASK 1
1 CHANGE AND CHANGE MANAGEMENT
Change
Change is when there is a need of getting in different aspects of other required methods
and strategies so that the company can work efficiently and make the company expand in the
market in different world. With changes comes innovation and creativity and that is really
required by the company because there are different strategies and methods which need to be
adopted because the company has to do well (Deschamps and et.al., 2016). Improvement of the
company also takes place because of these factors since new technologies can come in the
company, organization structure, marketing strategies and etc are all involved in this factor and
can be improved. It is very important for the company’s to improve on these factors because with
the change in customer needs and wants the company will also have to change their strategies
and methods to achieve that.

Change Management
There are changes which are taking place throughout the year in any company and it is
very important for the company’s to do so if they want loyal customers and wants to make a
name for the company in the market. The changes which take place in the company have to be
monitored by the company heads so that the company will be able to make the changes be
adopted by the employees and also make the most from the changes. The responsibilities in the
organization must be given to everyone equally and the company must make the most from the
changes because the changes are made so that the company can more efficiently and make the
workforce more efficient with the work they are doing for the company. The management is
responsible for the changes which are taking place in the company and they will only have to
make sure that the changes are being adopted by all (Hayes, 2018).
2 TYPE OF ORGANIZATIONAL CHANGES
Transformational change
There is a change in the demand and supply in the market every now and then and it is
very important for the IT company to first analysis the factors before they launch any new
program in the market. It is very important for the company to make the employees first get use
to the fact that there will be changes in the company and they should mentally be prepared for it.
After the company adopts transformational changes the company will get more efficient in funds
coming in and the customers will get more loyal to the company for which the employees need
to be prepared so that they can work accordingly (Hao and Yazdanifard, 2015). As per the case
study the company will first have to adopt technological, structural and transformational changes
so that the company will be able to increase their productivity and the new program which is
being launched in three months will also improve the knowledge and skills of the employees.
3 LEWIN’S CHANGE MODEL
Kurt Lewin is a organization and social behavior who is a German Psychologist who was born in
United States in 1890. All this life time researches can be put under three layers which would be
action research, research and group communication and Lewin is also known as the founder of
the social psychology because he has developed the organizational theories at a very early time

(Cameron and Green, 2019). He also wrote books and published them on organizational
developments and the methods behind them.
Lewin’s model is very important because it can give a better understanding of the
problems and the will also give the solution with proper process which has to be taken so that the
employees are willing to take the changes and the company will be able to work more efficiently
and effectively. This method or theory will help the organization to analysis the factors in detail
and then think if they are suppose to take the changes in the company for the benefit and if the
changes are actually very important in the company.
4 LEWIN’S FORCE FIELD MODEL OF CHANGE
In this model Lewin’s has described the problems as forces which are present in the
company and there is a process which he has developed so that the company can know the
factors which are hindering in the company for the growth of the company by analyzing them.
The company can analyze the behavior of the company with a diagram and then can evaluate the
factors which need to be adopted for the growth of the organization.
The force’s function in this model is to analysis the behavior and efficiency of all the
employees because the employees comes in the company is very motivated and ready to achieve
all the targets of the company but slowly they lose interesting in getting the work done in the
allotted time, it is because of the external factors which have a great influence in the people life’s
and this model helps the organization to analysis this factor and then the seeing if the employees
will be able to achieve the motive in the future or not (Lines and et.al., 2015). This model will
help the organization to analysis the factors and make the most of the employees so that the
company remains to be helpful in the future. It is very important that the organization is capable
of doing efficient work for a long time and the work quality is maintained in the organization.
5 LEWIN’S 3 STAGE CHANGE MODEL
This model was introduced by Lewin so that effective work is continued in the
organizations so that they can maintain a standard of the company (Rothaermel, 2017). There are
three stages which are involved in this change model which is given by Lewin to analyze the
workforce of the employees and the company through this model. This model is made so that the
company’s can find out the problems which the company is facing and then the changes in the

company can be made so that they can make the changes which are required so that they can
overcome the problems of the company. This is done so that the company’s do not face troubles
in running the company and they can solve the problems and do not land up again in that
situation in the future. The following three stages are mentioned below (Pugh, 2016).
Unfreezing
The management of the company will make the changes but before that the management
has to make sure that the employees of the organization are ready to accept the changes and the
employees should also understand that why those changes are being made. To increase the
productivity and efficiency in the market of their products the company will have to make
changes in the company using few tools and techniques the company will be able to overcome
those challenges (By, Hughes and Ford, 2016). The management will have to motivate the
employees with the changes which are coming in the company.
Changing
The employees who are still not ready to accept the changes which are taking place in the
company will have to try to take those changes in and will get more skills and knowledge which
will make them take out other talents in them. The employees will take a lot of time to overcome
this stage but eventually they will if they keep trying.
Refreezing
By this stage all the employees will agree to the transformation which has taken place
because of the changes in the company (Quinn and Quinn, 2016). The employees will be more
knowledgeable, confident and skilled when they have gotten use to the changes in the company.
The management will now have to make sure that the changes are being followed properly and
are being taken good care of.
6 OTHER ORGANIZATIONAL CHANGE MODEL
In this model there is an analysis of the external and the internal factors which are
creating a problem for the company and the management will have to take steps accordingly.
This is divided into two parts which have hard and soft elements and in hard elements it includes
structure, strategy and system and in soft element it includes skills, style, staff and values.

Strategy
It is the most important factor of the company because on this the company has to decide
how the employees should be working and how they are not supposed to (Van der Voet, Kuipers
and Groeneveld, 2016). The strategy of the company is supposed to be making after analyzing
the internal and external factors of the company. Strategies decide how effective the company is
going to be.
System
In this element there is team work involved of the management and the employees. It is
very important for both the people of the organization to work together so that they can easily
achieve the aims and objectives of the company. New technologies are introduced in the
company so that the employees thinks that it is not just the work of them to fulfill the objectives
and the aims of the company and the management is also doing something in the company (Van
Rossum and et.al., 2016).
Structure
Structure of the company gets in the communication between the employees and the
management so that they can work together as a team. The program which is being launched will
remove the work load from the people who are working in the company and that is a structured
plan for the employees so that they are motivated in doing their work.
Skills
There are skills required for the management and the employees of the company so that
the company will be able to work efficiently and the work of the company can be productive and
proper. Knowledge which comes with skills is very important for any work to happen in the
company.
Style
There is a different set of styles of everyone to work in and leadership is one of the most
important styles every employee must have in them so that they can make the company work
even more efficiently.

Staff
There is a requirement by all the organizations to have the right set of employees who are
working in the company. Right set of employees for the job means that the company will be able
to work more efficiently (Dumas and Beinecke, 2018).
Shared Value
The employees and the management should have connection so that they can understand
each other which is very important so that the company will be able to grow together if they
understood each other.
7 COMPARISON OF LEWIN’S CHANGE MODEL AND McKINSEY 7S MODEL
Lewin’s change Management Mckinsey 7s model
Strengths This is a very simple model
which can be adopted by any
company very easily. The
communication between the
employees and the
management is there will
make the company work as a
team and will improve the
skills and knowledge of the
people working in the
organization (Holten and
Brenner, 2015).
There are guidelines available
in this model so that the
employees can easily get the
changes in the company. This
model also allows all the
members to have a healthy
relationship with each other
and they can make the
organization work more
efficiently by analyzing the
internal and external factors of
the company together.
Weakness The model does not tell which
leadership style will be the
most effective in the changes
which will be coming up and
that will not let the company
grow if there is no clarity.
All the factors are inter related
and it is impossible for the
company to get in the factors
all at once in the company.
There are many factors which
are taken care of in this model
which makes it a little more

complex than it is already
(Hornstein, 2015).
TASK 2
KOTTER’S 8 STAGE MODEL
This theory was formulated by John Kotter which help the organisation to adopt to the new
changes and also develop the leadership management according to the environment and all the factors
which are affecting the organisation in their operations. The organisation which is about to launch its new
product which is IT programmed and the organisation is planning to launch it in next 3 months and for the
success of the product the company is planning to adopt the new changes ny analyzing all the suitable
strategies and business structures so that the company can be effective by the time the product is being
launched and it also have to reach the market with more efficiency (Holmes, 2017). The organizations
have also being focusing on employees as it will help the organisation to attain the consumer behavior
and learn the most from it. This model will help the organisation to understand all the factors including
the competitors so that they can make some effective strategies to achieve to future organisation
objectives and make more profit margins. The management of the change is very essential of the
organisation and they also have to implement the right leadership style to get better employees motivated
and do they work effectively.
STEP 1
In this step the organisation have to analyze that what is the culture of the organisation among all the
employees so that they can understand all the behavior of the employees and the management also have to
create the importance of change in the organisation so that they can understand the change procedure. The
employees also have to believe in the change so that they can support in the change and make it possible
very easily. Every employee should also have the knowledge to why the change is made and what will
happen to the organisation after the change have been successfully adopted in the organisation. As there
organisation have to launch the IT programmed in few months the management of the organisation also
have to develop their leadership skills so that they can train their employees. The management have to
communicate the need of change in the organisation by organizing the seminars, meetings where the
managers will understand the opinions of the employees about the change and also act according to the
feedbacks to implement the change (Al-Ali and et.al., 2017).
Step 2

In this step the management of the organisation will have to analyse the potential employees and
make a effective team which support the chnmag3e and make the effort to successfully amend the change
in the organisation so that can increase the productivity of the operations of the organisation. This will
help the management to reach the lower level employees and help them to understand the functions and
importance of change in the organisation. The effective team will start the conversation about the change
with the employees to know their opinions so that thy can also help the management of increase their
information database to make the effective strategies for the change. The team members will help the
other employee to get motivated in accepting the change and also give them the tasks to attain their
efficiency faster.
Step 3
In this step the management have to establish with a goal and the vision which the lower level employees
can also connect and understand easily so that they can also help the organisation in adopting the change
effectively and make the organisation more productive (Hussain and et.al., 2018). The management in
this stage will generate the vision which can also influence the employees and make them work harder to
achieve that vision more effectively.
Step 4
In this step the effective tram will be in charge to deliver the vision to all the organisation
properly and find out all the problems which the employees face while accepting and understanding the
vision for the change in the organisation. The new products have to be launched and they also have to
increase their efficiency so the effective team will motivate the employees with various methods and
make them understand their vision more effectively. That will also help the employees to increase the
opportunities to increase their knowledge and skills which will help them to achieve their personal goals
and achieve their needs and desires.
Step 5
The management in this step will analyse all the problems and issues which the employees face in
accepting the change and help the employees to overcome all the issues. The management also determine
the strategies which will make the employees more supportive for the change as there can be some
employees in the organisation who understand the vision and also want to support the vision but are
unable to support it because the peer pressure or due to some attitude and behavior (Doppelt, 2017). The
organisation also has to analyse other issue like laws and regulations of the government and contradictory
schemes of the rivalry which can make the change unsuccessful for the organisation. The management

also has to analyse all these factors and make an effective strategies and methods to eradicate theirs issues
and move forward to the transition of the organisation to launch the IT program.
Step 6
In this step the organisation will divide the vision into small parts and assign them to employees
in some groups so that they achieve their team goals (Moutousi and May, 2018). This will help the
management to understand all the flaws and problems which the employees gone through while doing
their task after the change. The management will make the effective strategies to solve the problems and
make the change more efficiently. In this stage the employees have all accepted the change and are ready
to be efficient in launching the new product of the organisation.
Step 7
In this step the management will permanently establish the change into the rules and regulations by
amending it into the policies of the organisation as there are many chances in which the employees can
again go back to their old habits after the task is done and will also make the organisation ineffective.
After solving all the problems the organisation is ready to fight all the circumstances of the environment
and increase their efficiency as their employees are more knowledgeable and skilled with better
experience to handle the situations (Kim, 2016).
Step 8
This is the last step in which the employees will be motivated to accept the change by giving the
examples of the achievements of other employees. The management will also keep on analyzing for the
new market trends so that they can help the organisation to increase the efficiency and increase the profit
margins. This change will also change the work environment and culture of the of the organisation so that
they can be more efficient (Li and et.al., 2016).
CONCLUSION
In this report there was a detailed study about the problems and issues which the organisation had
faced and what type of models and strategies they has to adopt in accepting the new change to the
organisation. The organisation also made their employees understand the importance of change and why
it is important to develop and increase the efficiency of the leaders of the organisation. Leadership style
had also provided a large aspect in supporting the change as it helped thee employees to influence and

made the understand the importance of change so that they can also achieve the personal as well as
organizational goals efficiently and increase their knowledge and skills which would help them.

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