Organizational Change Management Report: A Comparative Analysis

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Understanding and Leading Change
A comparative analysis and impact statement report on organizational change in a large
multinational organization
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Table of Contents
Introduction.................................................................................................................................................3
LO1.............................................................................................................................................................4
P1 Compare different organizational examples where there has been an impact of change on an
organizations strategy and operations......................................................................................................4
M1 Assess the different drivers for changing each of the given examples and types of organizational
change they have affected........................................................................................................................6
LO2.............................................................................................................................................................8
P2 Evaluate the ways in which internal and external drivers of change affects leadership, team and
individual behaviors within an organization............................................................................................8
P3 Evaluate measures that can be taken to minimize the negative impacts of change on organizational
behavior...................................................................................................................................................9
M2 Apply appropriate theories and models to critically evaluate organizational response to change....10
D1 Draw conclusions and recommendations with valid justifications for planning effectively for
change and applying change impact analysis.........................................................................................11
LO3...........................................................................................................................................................12
P4 Explain different barriers to change and determine how they influence leadership decision-making
in a given organizational context...........................................................................................................12
M3 Use force field analysis to analyze the driving and resisting forces and show how they influence
decision-making....................................................................................................................................14
D2 Critically evaluate the use of force field analysis in the context of meeting organizational
objectives...............................................................................................................................................15
LO4...........................................................................................................................................................16
P5 apply different leadership approaches to dealing with change in a range of organizational context. 16
M4 evaluate the extent to which leadership approaches can deliver organizational change effectively
applying appropriate models and framework.........................................................................................17
D3 Critically evaluate the effectiveness of leadership approaches and models of change management 18
Conclusion.................................................................................................................................................19
References.................................................................................................................................................20
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Introduction
Producing an organizational change can be difficult, particularly in the framework of a
multinational company. There is always mobility in markets, and when a different technology or
scheme rolls around then an organization schedules a change. Today, experts in organizational
change are restoring their organizations to superiorly arrange their organizations. ADM group,
London is considered to study this assignment. It is amongst the largest autonomous marketing
services productions in the world. It comprises experts who consult, change and implements
worldwide supply chain solutions to bring competitive benefit in addition to cost optimization. It
also comprises a unified business comprising over 400 individuals across 27 offices in 19
countries and agreed to provide local stimulation of worldwide strategies across the universe.
This study deals with the change in an organization and its impact and also evaluates the
consequence of drivers in change on leadership and individual behaviors. The barriers that are
influencing leadership decision making will also be evaluated. Conclusions and
recommendations are also made on the complete learning. (Pachura, 2017).
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LO1
P1 Compare different organizational examples where there has been an impact of change
on an organizations strategy and operations.
Change comes to companies in various forms: mergers, procurements, joint ventures, new
management, machinery implementations, administrative reorganization, as well as regulatory
agreements. Impact of change on industries strategy and functionality is discussed among 3
organizations such as Deloitte, Tesco Plc. and the ADM group. (Lozano, 2015.)
Impact on Deloitte
Positive impact: creates new Business Opportunities
The ability to implement change can benefit workers in a Deloitte by forming new opportunities.
Negative impact:
Loyalty Loss
Many corporations look to welfares and salaries as the main areas to cut back while observing to
make variations that include cost-saving.
Impact on Tesco Plc.:
Positive impact:
Continuing Current Industry Trends.
Increased Business Efficiency that made the customer satisfied as well as workforces.
Negative Impact:
Increased pressure levels, lack of time to time interaction by the organization.
Impact on ADM group
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Positive Impact:
Enhanced Employee Morale
A philosophical modification in an organization comprises a positive effect on workers attitudes
as well as confidence.
Boosting Business Innovation
Businesses that are experts at managing or implementing change can raise an environment that
inspires innovation.
Negative Impact:
Life changes Affected by Reorganization
Typical variations that negatively impact on personnel are salary cuts, loss of advantages, and
drop in job position, job insecurity or transfer to another place, city or country. These changes
can be devastating to employees.
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M1 Assess the different drivers for changing each of the given examples and types of
organizational change they have affected.
Drivers for change in Tesco Plc.
 A differentiate brand: invest more on the things that creates Tesco a brand and a unique
experience.
 Reduce functioning costs by £1.5bn
 Make the most of value from property
 Innovations in products as well as channels.
 Maximize the mix to attain a 3.5% – 4.0% of group functioning margin by this financial
year.
 By improving profits and enhancing working capitals produce cash of £9bn from
operations (SPARKS, 2018).
Drivers for change in the ADM group
 Marketing innovations mean advertising products and services using new innovations.
 Up gradation of technology and processes to reduces cost effectively.
 Retailers are experiencing profits on products and services generated by private brands.
 Change in lifestyle
 Customer awareness about benefits offered by private as well as national labeled brands.
Drivers for change in Deloitte
 Managing money always been difficult.
 Production has never been so easier.
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 Coordination and learning have always been challenging.
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LO2
P2 Evaluate the ways in which internal and external drivers of change affects leadership,
team and individual behaviors within an organization.
The external drivers: globalization, personnel diversity, technical change, as well as handling
ethical activities. Internal drivers such as crisis, declining efficiency, variations in employee
expectations, and alterations in the work environment.
Leadership: Leaders either move enthusiastically over a group or unconsciously. It is a
misunderstanding that a leader driving important philosophy change requires to be valiant in
nature, offer inspirational speeches as well as take wild jumps at prominence. That is simply
wrong. They must be truthful and genuine in their determination demonstrating a real desire for
transformation. They should take aggressive steps in learning three acute philosophy change
leadership abilities. And the organization at maximum times can't delay doing so. This needs a
reliable and considered effort and also situates this skill within a range of leaders at each stage.
(Král & Králová, 2016).The skills are:
Leading the change.
Responding to feedback.
Having a facilitative communication style.
Team and individual behavior: it is assumed that an individual's desires and necessities keep
altering with the time shifting, which outcomes in changes in individual and also in group
outlooks. Various aspects on the constructive front like how determined an individual is,
accomplishment drive, growth in career, personal as well as professional capabilities and
destructive factors like own fears, complexes and uncertainties are some issues which affect an
organizational operation on a regular base and also its total performance.
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P3 Evaluate measures that can be taken to minimize the negative impacts of change
on organizational behavior.
Delegates typically continue contrastingly at effort than they do in public settings, all things
considered, as a result of the arranged out progressive state of the company. A variety of
components sway various leveled lead, including the association's structure, procedures and
frameworks, the board ampleness and participation are among accomplice (Jacobs, et. al., 2013).
These parts can persuade the agent to work all the more industriously or add to withdrawal.
The Influence of Organizational background
Precisely when new laborers join their association, the way where they act is energetically
affected by the definitive culture. As social nature people try to fit in nature approximately them.
Use Reward Systems
While they require to acquire compensation guarantee people will show up for work, various
leveled lead suggests that agents need other persuasive parts to execute just as could be normal.
Effect on Decision Making
Notwithstanding whether at the progressive or individual measurement, people settle on the
decisions. Various leveled lead impacts the decisions that people make. Associations with
generous, effective correspondence parts enable managers and specialists to settle on taught
decisions since they understand the business setting.
Response to Change Management
All associations must respond to developing markets, particular advances and customer
solicitations to persevere. Nevertheless, delegates routinely lean toward the typical strategies for
cooperating, making change and alteration inconvenient.
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M2 Apply appropriate theories and models to critically evaluate organizational
response to change.
There are various organization researchers at different events who have proposed a wide scope of
speculations and models as for advancement the officials and how to manage the movements
reasonably for better of the affiliations. The accompanying portion of this paper will look at the
different organization driving forces and their organization hypotheses and models and their
criticalness with the changing business condition and how it is basic for a relationship to
encounter changes for its thriving and progression.
The Burke-Litwin change model undertakings to secure later in the display of a gathering or a
relationship by structure up associations among execution and the inside & outside factors that
impact execution (Jansson, 2013). This change model relies upon studying the legitimate
similarly as ecological parts which can be changed so as to guarantee a productive alter. Here are
key purposes of a model are:
1. Outside Environment: The key external segments that influence the association must be
perceived & their quick and circuitous force on the association should be obviously established.
2. Mission & Strategy: the vision, mission & the procedure of the association, as portrayed by
the top association should be assessed similar to the expert end of vision about them.
3. Expert: An assessment of the activity arrangement of the organization must be done, which
unquestionably recognizes the primary genuine precedents in the association.
4. Legitimate Culture: A various leveled culture study must search for details on the unequivocal
similarly as the induced norms, rules, conventions, principles & characteristics that sway the
definitive lead.
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D1 Draw conclusions and recommendations with valid justifications for planning
effectively for change and applying change impact analysis.
Create a plan and define change management process to measure change and its benefits.
Change requests should be submitted to the management coordinator.
Start executing and managing change management strategies.
Evaluation should be done to know the problem and the effectiveness of change.
Updating the current plan should be implemented if the initial plan is not fulfilling the
requirements and ineffective for an organization.
Express the degree of the recommended change to recognize the order in which the
responsibilities must be executed and incorporated with presently scheduled tasks.
Identify strategic differences in the transformed state know if the transformation is on the critical
path of the project. (Rolfsnes, et. al., 2016).
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