Leading Change: A Report on Talent Plus, UK, Strategy

This report analyzes the impact of change on organizational strategy, focusing on the UK-based consultancy firm Talent Plus. It explores internal and external drivers of change, including political, economic, social, and technological factors, and their effects on leadership, team dynamics, and individua...Read More

UNDERSTANDING
AND
LEADING
CHANGE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Comparison of different organisation and impact of changes...............................................1
P2 External and internal drivers of change that can have an effect on leadership, team and
individual behaviour with in organisation ..................................................................................4
P3 Evaluate measures that minimise the negative impact of change in organisational
behaviour.....................................................................................................................................5
TASK 2............................................................................................................................................6
P4 Barriers for change and determining its influence on leadership decision making...............6
TASK 3............................................................................................................................................7
P5 Different leadership approach which deals with change in organisation context..................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
In Present time, In the fast developing world it is important for every organization to
create changes at their working system (Brookhart and Moss, 2013). In the instance, managers
are needed to analyse whole situations and trends at the market place which is determined to
particulate area for modifying. Changes are necessary for any organisation because due to
technologies, competitive advancements, de regulative market place of work force. Hence, in
order to meet all problems there is coming on initiating and implementation necessary for
modification. Understanding and leading change prepares the the companies for the same. The
report has been prepared on Talent plus company of UK, which is a consultancy firm. In
presented report focused on impact of changes on organisation strategy internal and external
drivers are change of leadership and measure the performance of organisational behaviour. There
is identify barriers for change and impact on leadership decision, apply different leadership
approaches.
TASK 1
P1 Comparison of different organisation and impact of changes
In present time in business world mostly companies conduct their business activities with
same objective, to provide best products and services to their customers and earn more profit. At
this time company facing different – different situation due to business environment. In the
business environment consist of innovation, economical fluctuations, technological development,
taxation policies and more. It is creating modification and acquire changes in changing
environment for betterment of new product and services. There are many facing many sudden
changes which is impact on the strategies and the policies of the company like as customer taste
and preference, advancement in technologies, government rules and regulations etc. For example
a hotel which is dealing in hospitality industry and they wants to modify their system on day to
day activities basis just because of attract to customers (Diaz-Rainey, Robertson and Wilson,
2017). Recently UK government have introduce some changes which is related to insurance
companies, it is The third parties Act, 2010. The law about the improvement in mechanism and
earliest consultation to against insolvent insured that can recover compensation from the relevant
insurer.
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After Brexit UK technology sector face many problems as well as advantages. UK
software development may decline post Brexit. The technology industry is growing and
developing at rapid pace, creating dramatic change in everything which are directly related to
technology. As create up-gradation changeable working environment is beneficial for the growth
of the business and it is involves several types of risks. The impact shows may be in positive and
negative way. It is essential for managers to analysis of latest trends of market. As per scenario
talent plus is small enterprises which is conducting services in consultancy business UK. It
utilise workers in other industries as per job requirement after conduction different recruitment
and selection procedures (Edwards Groves and Rönnerman, 2013).It shows impact on
productivity and profitability on particular business and makes its position tough according to
their rivals like Deliotte. There is need to changes in technology and part of work on regular
interval of time so there is need to maintain growth of the company. In the order see changes and
impact on functions of talent plus and its competitor Deloitte, there is mention comparison
between both companies -
Changes Talent Plus Deloitte
Structural changes Talent plus is a leading
consultancy firm in UK which
operates its business on several
locations with in territorial
region. Because off operate
business on small sector, it has
less number of employees as
compare to Deloitte.
Furthermore, the main aim of this
firm is to move
This firm was founded in 1845in
London by William Welch
Deloitte. Its business is also deals
in consultancies but instead of
recruitment, it has also provided
financial suggestion to other
industries along with audit, tax and
legal advice. In present time there
are working approx 275500
employees. In broadly terms there
is revenue turn over 38.8 billion
Euros.
Changes in
technological factors
Business environment of an
organisation represent several
factors which influence as
Deloitte one of the leading
multinational professional service
network which is famous in big
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external factors like as political,
social and technological
fluctuations. The company of
talent plus assist these factors for
carry out up-gradation in their
working place. But on small scale
business they have not sufficient
amount of capital to bring out
modification at their working
place and improve performance
and sustainability at market place.
After that there is needed to
execute new strategies in the
subject of response to changes in
an effective way.
four accounting organizations. It is
the largest professional services
network in the world by revenue
and number of professionals. It is
operated their business activities
on large level and in order to
change several up-gradation in the
structure of company. Through, it
get success in the running business
with trends of market place.
Strategy - In business environment carry out many changes that is shows impact on
strategies and policies in talent plus in effective manner. But before building the same, managers
should measure impact of changes as well as techniques used in system so that negative effect of
alterations can deducted (Finn, 2012). With proper plan, they can convince to stake holders for
make investment in new project and it will provide help to conducting operating activities in
effective way.
Operation – After develop proper strategies there is essential for manager to implement
the same at the work place in an efficient manner. There is influence to worker for accept
changes and do work according to their new projects and it will be complete on particular time.
In broadly, it is required for them to supply necessary training to their employees so that they
become able to work with new system in a proper manner. In innovation positive and effective
changes are helping for innovative technologies & digitalisation process which is beneficial for
workers and customers.
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P2 External and internal drivers of change that can have an effect on leadership, team and
individual behaviour with in organisation
In modern era, every company have to considered their internal and external factor of
changes which is helping in accomplish objectives and attain profitability with the business
operation. These factors are played important role to survive and run business activities in
effective manner. Both factors internal and external are showed impact on the decision making
of leadership, individual behaviour and team working. In talent plus many workers are working
who supply different talents to another firm according to their requirement. Hence, there is need
to determine the different factors which play their role for fluctuated situations of employee and
attainment of companies goals. There is external and internal factors are mentioned below -
External factors: These are the factors which are not controllable by an organisation and
it is affected to function of talent plus. Hence, after determine all external factors that is PEST
organisations must run for long time growth and future perspective.
 Political factors – It is a part of external factor and in this includes foreign trade policy,
tax policy, government intervention etc. These factors are directly impact on the working
condition of an organisation.
 Economic factor – These factors are divided into two parts first one is macro economic
factor (demand and supply) and second one is micro economic factor (purchasing power
& inflation rate).
 Social factor – These factors are played very important role in every organisation because
it is included population, size, culture and distribution channel, demographic factor etc
(Karmiloff-Smith, 2018).
 Technology factor – These factors are affected to every company because it will change
working system of any company. In this factor including innovation, technology
awareness and new trend.
Internal factors: In this phase including those factors which are controlled by by internal
members of an organisation. In this consist of financial management and cultural differences that
will affect to leadership, team work and also individual behaviour of talent plus (Schneider and
et.al., 2014).
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 Financial management – Financial problems and management are related to internal
factor which affected to internal system. In talent plus when company does not manager
their situations.
 Cultural differences – Talent plus manager can share different values and norms with
different back ground of an organisation. These are surely affected to performance of
leadership.
P3 Evaluate measures that minimise the negative impact of change in organisational behaviour
It is very important for any organisation to determine some measurement which help of
company to minimise the impact of negative forces. Most of the employees of the company are
refused to adopt changes because they are not comfortable with the changes. After determination
of particular issues of talent plus prepare effective strategies for required changes. There is
strategy includes incentives, rewards and promotions in the order to motivate employees for their
work. If modification accepted by company and changes are continue so it will provide help to
accomplish organisational gaols and objectives. There is company face many problems regarding
to changes just because of changes in management as well as required to implement at this
changes. They are also maintained and maintain operational function at the time of implement
changes. If the manager of talent plus adopt PDCA (Planning, Do, Check and Act) model for
reduce negative impact on the behaviour of company (Hayes, 2018).
PDCA model – In this model the company has followed four steps which are main
element used for the improvement of products and processes. These are also called as deeming
cycle, control cycle etc. in this model consist of planning, do, check and act for the process of
reducing negative effect on the business. The manager of talent plus apply this model in their
organisation are as follow -
1. Planning – It is the most important step for the process of management which provide
over all review of the problem. In this part the manager has need to identify the
problem. In this step the manager firstly identify all problems as well as reason of their
origin which are changing to strategy of talent plus. Manager of the organisation firstly
plan about their technology and maintain all records of the customers. There is
employee need to work with updated software and sort out to queries of customers and
try to reduce negative impact.
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2. Do – In this step manager fix a suitable solution fr the get over of particular problems or
issues. Leaders of talent plus provide training session and work shop for the
development of the employees. It can help to handle their task and make flexible with
the changes. This program can judge all employees knowledge and skills for provide
future growth (Hellman, 2012).
3. Check – In this step the management compare their standard performance with the
actual and determine the change on an organisation. The manager of talent plus select
the changes and take appropriate actions according to problem. After evaluation all
changes, manager can develop all strategies which are helping in requirements of talent
plus.
4. Act – It is the last step of this model to generate suggestions in an effective way and get
ideas to get over from these issues and change to environment of an organisation. If
talent plus can solve the problem of the company so they are not able for the the sustain
of the market. It will helps to solve issues regarding to select of changes in the
behaviour of an organisation.
This PDCA model provide help to talent plus for deduct negative impact and change
environment of an organisation. The model help in introduce to different ideas and innovation
plans for the culture of talent plus.
TASK 2
P4 Barriers for change and determining its influence on leadership decision making
In today business world, there are many barriers which influence to decision making
process of an organisation. In subject to evaluate and analysis the driving and resisting forces
which are connected to business operation in efficient manner. Changes are become necessary
for increase to efficiency and productivity. It is showed impact as negative and positive way and
employee fear such changes which are changing to their working style. Therefore, a company
may face many barriers regarding to change management (Kowch, 2013).
Barriers of change management – When a company have problems that time they can
execute change strategies, policies, procedures and processes, there are known as barriers. There
could be more than one reason for such barriers and it will affect in negative way. There are
some barriers which is suffered by talent plus, they are as following -
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1. Organizational complexity – Talent plus may have processes that are complex to
understand by its employees. So, it is the big reason for dissatisfied of customer and it
can be removed by skilled techniques and approaches (Schexnider, 2013).
2. Bad culture – Corporate culture is a sum of thinking, beliefs, value etc. of the people
working in the company. This decreases the efficiency of people working with the
organization. It will decrease the efficiency of people working with the organization
because off disputes and rumours. Talent plus can transformation by looking into the fact
that how it going to favour employees and whether they will accept like modification.
3. Lack of employee engagement – It is essential for an organisation to believe the opinion
and views of its employees in the manner of make them feel and connected with the
organization and its work. The leader of talent plus must involve of its work force and
provide them freedom to share their views and ideas. In the case of any changes the
employees can be hold any advanced strategies and planning for situational changes in
future. Also, their doubts and queries must affect to structure and change must be
resolved (Parker and Wu, 2014).
4. Lack of effective communication strategy – Communication is the operative of flow of
the information at each level of an organization. Effective system should exist to circulate
correct information regarding to any topic. If communication does not circulated right
information so it is created difficulties. Every employee should be aware for the changes
of organizational policies, goals and activities. Talent plus have to provided training
session and work shops for holding employees to know about changes and provide them
direction in a way through which they can achieve by company's goals.
There is applying force field analysis for providing retraining forces to talent plus. There is main
reason that create problems regarding to growth of the business. For example – The company is
facing problem with its competitors so there is need to evaluate the strategies of its rivals and
incorporate changes accordingly (Rodd, 2015).
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TASK 3
P5 Different leadership approach which deals with change in organisation context
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10

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CONCLUSION
From the above report it has been concluded that Understanding and leading change is major part
of changes are important for the success of an organization. It should make changes for the meet
requirements with the help of internal and external factors. There are leader face many problems
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and in different situation, they can apply different leadership approach from overcome these
problems.
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REFERENCES
Books and journal
Brookhart, S. M. and Moss, C. M., 2013. Leading by learning. Phi Delta Kappan. 94(8). pp.13-
17.
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.
Edwards Groves, C. and Rönnerman, K., 2013. Generating leading practices through
professional learning. Professional development in education. 39(1). pp.122-140.
Finn, O. J., 2012. Immuno-oncology: understanding the function and dysfunction of the immune
system in cancer. Annals of oncology. 23(suppl_8). pp.viii6-viii9.
Hayes, J., 2018. The theory and practice of change management.
Hellman, S., 2012. Leading and managing change. The School Leader's Toolkit: Practical
Strategies for Leading and Managing, p.126.
Karmiloff-Smith, A., 2018. Development itself is the key to understanding developmental
disorders. In Thinking Developmentally from Constructivism to Neuroconstructivism(pp.
97-117). Routledge.
Kowch, E. G., 2013. Towards leading diverse, smarter and more adaptable organizations that
learn. In Technology as a tool for diversity leadership: Implementation and future
implications (pp. 11-34). IGI Global.
Parker, S. K. and Wu, C. H., 2014. Leading for proactivity: How leaders cultivate staff who
make things happen. Oxford handbook of leadership and organizations, pp.380-399.
Rodd, J., 2015. Leading Change in the Early Years. McGraw-Hill Education (UK).
Schexnider, A. J., 2013. Saving Black colleges: Leading change in a complex organization.
Springer.
Schneider, J., and et.al., 2014. Understanding TiO2 photocatalysis: mechanisms and materials.
Chemical reviews. 114(19). pp.9919-9986.
Tozer, J., 2012. Leading through leaders: Driving strategy, execution and change. Kogan Page
Publishers.
Whitaker, T., 2018. Leading School Change: How to Overcome Resistance, Increase Buy-In, and
Accomplish Your Goals.
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