Report on Vodafone: Understanding and Leading Organizational Change

This report analyzes Vodafone's strategies for leading and understanding organizational change. It begins by comparing Vodafone's responses to change, particularly mergers and technological advancements, with those of Virgin Mobile. The report then delves into the internal and external drivers of change, such as innovation, resource management, political and economic factors, and their impact on leadership, team dynamics, and individual behaviors within Vodafone. It evaluates measures to mitigate the negative effects of change on organizational behavior. The report also identifies barriers to change and their influence on leadership decision-making. Finally, it applies different leadership approaches to address change within Vodafone's organizational context, considering the challenges and opportunities presented by its operating environment and market dynamics.

Understanding and
Leading Change

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Compare different organisational examples where there has been an impact of change on
an organisation’s strategy and operations...............................................................................1
TASK 2............................................................................................................................................4
P2 Evaluate the ways in which internal and external drivers of change affect leadership, team
and individual behaviours within an organisation..................................................................4
P3 Evaluate measures that can be taken to minimise negative impacts of change on
organisational behaviour........................................................................................................7
TASK 3............................................................................................................................................9
P4. Different barriers for change and determine how they influence leadership decision-
making in a given organisational context...............................................................................9
TASK 4..........................................................................................................................................12
P5 Apply different leadership approaches to dealing with change in a respect of organisational
contexts.................................................................................................................................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Understanding and leading change is considered as the essential aspects of all the
business enterprises where leaders can adapt many different things effectually. Where as
leadership is refers as the management approach where leaders play various roles instead of
being superior when modification incurs into leading scenario. Leadership is strategy which can
be utilise through firm for attaining its objectives in appropriate manner (Altizer, S., and et.al.,
2013). On other hand, change is considered as the on going procedures of developing various
thinking with creative ideas. Moreover, this is essential for firm to adapt flexible operations
which can be bring up with creation effectually. For this report the chosen company is Vodafone
which is leading British multinational telecommunication conglomerate. Its headquarters is in
Berkshire, UK. The purpose of this report is to identify the comparison with various
organisational illustration which effect change on strategy as well as operation. Evaluate external
as well as internal change drivers which impact behaviours of team, individual and leadership in
firm with measure which aids in reducing change effects upon organisational behaviour. Also,
define several change barriers which influence procedures of leadership decision making into
organisation. Apart from this application of various leadership approaches that deals with change
in range of organisational context are also mentioned below.
TASK 1
P1. Compare different organisational examples where there has been an impact of change on an
organisation’s strategy and operations
This is very essential to know about the effects of changes into company as well as their
impact on its operation and strategies. Also, this understanding can be performed effectively
when change effect is analysed upon strategies as well as operation of tow different firm of same
sector. It will aids to know about several ways where changes effected these companies
(Baggetta, Han and Andrews, 2013). The tow firms such as Vodafone and Virgin mobile are
compared.
Both the companies has undergone changes in context of its respective mergers. For
example, the firm Vodafone is recently performing a changes after their merger with idea. Where
as Virgin Mobile prepare themselves for the merge of T-mobile as well as Sprint (Boost,
MetroPCS and Virgin to survive merger with Sprint, T-Mobile executives promise, 2019). the
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company operates this firm and their merger will surely leave dense trace into respective
company operations and strategies. Therefore, comparison among both the companies are
mentioned below:
CHANGES VODAFONE VIRGIN MOBILE
Technology enhancement Vodafone is always considered
as the competitive company in
context of technology adapted
through firm. They believed to
apply advanced technology
inputs for providing effectual
outputs to their consumers in
United Kingdom and other
area. After merger, the
enhancement scope has
broaden viewing the resource
sharing in both the
organisation as well as
effective financial abilities.
The merger have allow this
firm sign a deal with
International business
machines in respect to bring
the technology to home such
as Artificial Intelligence as
well as internet of things
(Vodafone Idea signs multi-
million dollar IT deal with
IBM, 2019). This modification
of strategy have effected their
operations as currently the
In respect of technology
enhancement, Virgin mobile
adapted technologies so that
they can provide bets services
to their consumers in United
Kingdom (Bason, 2017).
However, in the merger,
organisation have to adapt
advance technologies in its
telecommunication network
such as Automation an
network integration for staying
competitive. It will has
positive effects as strategy is
related. However, it also has
negative effects upon their
operations as advanced
techniques are use regrading
training, that may interrupt
firm's management, staff to
adapt those new technologies.
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company can permit a effect
accessibility to their
consumers in respect to good
connectivity as well as smooth
internet connection. Also,
internally the organisation will
be recruiting new technical
employees and facilitate
efficacious training to external
staff that will aids company to
maximise their abilities into
market place.
Organisational culture Before merger, the firm has a
vertical structure with various
hierarchies for all department.
However, currently Vodafone
have introduced a new
structure as portion of their
strategy post merger
(Blackburn and Williamson,
2013). The effect of this
modification upon strategy is
that this will aids in fast
decision taking in firm. This
new structure further
horizontal with minimised
hierarchies as well as
simplified governance
structures. The operation has
the positive effect because
effective communication and
In respect to Virgin Mobile,
the firm perform with flexible
structure of company in which
interdepartmental
communication was quite
effectual as well as all
department have effective
control over operations
because of efficacious
interrelationships. In context of
operations, the merger of
Sprint with T-mobile will
minimise the flexibility into
structure as company's control
will be exercised through
leaders that will be not positive
for company. Because of same
, these changes has negative
effects upon organisational
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management structure that will
facilitates firm as well as their
staff with ease of performing
into market.
strategy as well as the
organisation need to revise
same for assuring a smooth
performance into company.
TASK 2
P2 Evaluate the ways in which internal and external drivers of change affect leadership, team and
individual behaviours within an organisation.
Change drivers considered as the forces inside or outside a firm that motivate changes in
organisation. These drivers has effects upon individuals, team and leadership behaviours.
Moreover, all change drivers influences a sufficient amount of transformation into company that
permit this to operate more effectually in market place. There are two changes driver such as
external and internal (Boat and Taylor, 2015). In Vodafone, there drivers has effects upon the
behaviours of team, leadership and individuals. The change drivers with their affects are
mentioned below:
Internal change drivers: Driver of internal changes are refers as the forces which
display internal organisation as well as impact and control workplace management (Boyatzis and
Cavanagh, 2018). Few internal drivers are discussed below: Innovation: This is considered as the prominent drivers for change into firm. All
company need to innovate their procedures, operation etc. to sustain for the longer period
into marketplace. Vodafone, for ensuring their strong position into market for upcoming
years, it has to be consistent in their work towards changing their technology as well as
methods through launching artificial intelligence by using integrated security service and
chatbots for assuring that data are to be safe (Innovating with Vodafone, 2019). these
innovation impact leadership in optimistic way as leaders needs to lead the overall firm
towards new changes. However, these innovation can effect positively and negatively
upon whole team and individual behaviours. A pressures can be experienced through
groups as well as individuals to adapt new manner and perform with advance equipments
regarding innovation which is planned through company. In context of team behaviour, a
positive effect can be witnessed in context to innovation. For this, the outcomes for which
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innovations are applied into firm can aids them in enhancing staff morale in Vodafone as
well as maximise its performance.
 Resources: The internal organisational resources involves financial management,
technologies and much more. Such resources provides changes into firm as well as do it
essential for company to change their operations for enhancing the effectualness of those
resources in organisation. In respect of Vodafone, all staff is examined time to time as
well as modification are performed to maximise the whole components performance in
organisational functions. Positive effect of this particular driver is witnessed on
leadership such as transformational leadership is adapted through firm for dealing with
modification related to resources (Bulkeley, 2013). For this, the company have to modify
their strategies that is affiliated to Brexit financial management post, in which
transformational leadership plays crucial role to enhance the all resources performance
effectually. Changes consider in these situation can influence the behaviour of team as
well as individuals into organisation. For example: the merger initiate a change into the
structure of company that caused resistance in staff and its morale. Group and individuals
behaviour are not positive in relation to this modification, as new working ways has been
initiated into firm for these employees have to perform as per the new structure.
External change drivers: These are the circumstances which represents outside of firm
and it can not be controlled by them, this can only develop strategy accordingly. External drivers
of Vodafone are discussed below: Political Drivers: These drivers is related to the political scenario that prevails into
country and effects the strategies as well as operations of firms performing in that
specific environment (By and Burnes, 2013). In UK, all companies have been suffering
from the Brexit consequence, this an event in which government of United Kingdom
vote to exit EU. It is quite evidential as well as substantial political unstable into country
as well as the company performing in same. Many multinational firm such as Vodafone
were hit back with this organisation have to implement various changes in its work. This
modification have negative effects upon leadership as they are accountable for
developing organisational structure ways to flexible for retaining its staff as well as
assure firm's sustainability in uncertain circumstances. Moreover, this modification can
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effects the behaviours of individuals and team negatively. As due to uncertain change
team and individuals also experiences a lack of its job securities into firm.
 Economical Drivers: These are considered as drivers that initiate changes in respect of
economic performance into nation as well as their effects upon team, leadership and
individuals. In context of Vodafone, after Brexit country experience a downfall within
their currency that leads towards shutting down of several multinational company.
Moreover, they also experiences the liquidity as well as revenue losses, that firm started
changing their strategies and operations (Carlson and Patterson, 2015). This modification
have negative effects upon leadership as due to this leaders have to face constant pressure
and asperity for retaining it employees despite its bad economic situation. Moreover, in
context of team and individual behaviour, the modification in economic business front
have bot negative as well as positive effect. For this case, firm's economic condition
impact their niche markets such as Asia and United Kingdom that motivate organisation
to merge with another company such as Idea. It permit firm to expand their performance
of economy. However, as negative side, down warding as well as unstable economic
performance effects negatively upon teams and individuals behaviours in respect of new
obtaining sufficient funds for its performance.
 Social Drivers: These drivers consider the social trends that stated the requirements to
change into firm. As cultural as well as social combination is predominating in all over
the world, consumers want services that aids them in communicating overseas with ease.
Perhaps, it is the most influential change drivers for the Vodafone company. This effects
positively upon leadership, team and individuals behaviour. In respect of leadership, this
enable firm's management to employ people from various cultures as well as perform
towards facilitating effectual and culturally combined services to their consumers
(Collinson and Cook, 2013). Moreover, the modification also has optimistic affects upon
team as well as individuals behaviour as they can experience cultural influence with more
growth opportunities.
 Technological drivers: These are considered as drivers that is related to technology as
well as are almost unavoidable into firm's operation. As technology is becoming advance
so it becomes simple to access across United Kingdom. Vodafone perform to modify
their technological inputs as well as adapt new according to the demand of market place.
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These have positive impact upon leadership as leaders provide training to their staff in
respect of advance technology adaption. However, there may be resistance at individual
level as this can be some time tough to adapt advance technologies to perform. However,
behaviour of team is generally optimistic as staff in a group experiences a accumulative
transition.
P3 Evaluate measures that can be taken to minimise negative impacts of change on
organisational behaviour
In most of the firm, there can be cases of negative effects of changes is more in respect of
positive one. It maximises staff resistance into company in respect of their future changes as well
as develop them reluctant towards its better manner of performing. In Vodafone, the principle
change that is being concentrated on their merge with idea cellular that have various effects into
Asian and United Kingdom market place. However, this is very much essential for t he firm to
deal with modification in appropriate way as well as minimise the negative effects of this
particular changes (Doppelt, 2017). There are many measure that can be considered through
organisation for attaining the same. Few of these factors are discussed below:
 Communication: It is considered as the first as well as foremost measures for the
company to minimise negative effects of changes. Any kinds of modification either small
or large cause resistance into company as well as interrupt administration. It leads
towards in efficacious growth and performance. For assuring that these effects decrease,
the most effective measures that firm can consider is to communicate the modification to
their staff that will aids them in maintaining consistency of its good behaviour. Moreover,
it will also permit them to enhance its performance at the time of changes in firm.
 Training: Other measure that can be utilise through Vodafone to reduce the negative
effects of change upon behaviour of the company is training. It permit them to get
knowledge about new things as well as techniques to perform when they so changes.
Moreover, this is also crucial for company to react to modification occurring into their
structure efficaciously. This is significant approach that enable Vodafone to deal with changes in
effectual manner. For attaining this, PDCA model is applied this model is considered as the
iterative four stage management process that is utilise into enterprise for control as well as
ongoing development of procedures and goods. This is also refers as the deming cycle, shewhart
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cycle and so on. It is helpful tool which can aids team to resolve issues more effectively. This
model is described below:
Illustration 1: PDCA Model
(Source: PDCA Model,2019)
 Plan: This is considered as the initial step to responds In changes. It is needed by
Vodafone to find its issues and examine the whole marketplace for ascertaining overall
opportunities that exist into market in context to firm (Farrell, 2014). Whole needed
resources, process, information and many more that is required by company for
performing change into their structure, operations, strategies and so on.
 DO: Another steps for Vodafone is to make various projects in respond to modification.
It aids them to provide training to its staff, obtain new resources as well as procedures,
develop firm's policies and much more. Whole strategies and methods that are devised
into planning step will executed in this stage. For example: The strategy for changing the
structure of company as well as creating it more horizontal will be performed in this
particular step.
 Check: This is considered as the third step which is related to evaluation of all strategy
effectualness that is executed into last phase. It is the essential stage that firm have to
comply if this required to responds as well as cope up towards modification in
appropriate way. For it, Vodafone can establish many standards for all of their modified
strategies as well as operations. Also, the company can set targets. In case the target
attained, organisation will leave the procedures and strategies also it form divergence. It
is needed by firm to change the same for accomplishing decided objectives.
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 Act: This is considered as the last step. After evaluation the respective company
determines that which plan is suitable in respect of changes as well as from whole
devised procedure and strategies the organisation consider the most effective strategies
for the modification.
This is essential that organisation that is undergoing modify plan the same effectually.
For attaining this, company should efficaciously communicate the changes and use a step wise
approach for dealing with same (Garrison Wade, Gonzalesand Alexander, 2013). It is
recommended that Vodafone have to perform small as ell as gradual modification which can lead
towards huge change in future which can benefits them. Moreover, this is also essential that all
step is have to be considered in context to good practices as well as effective performance at the
time of change and after change.
TASK 3
P4. Different barriers for change and determine how they influence leadership decision-making
in a given organisational context.
Change within an organisation is must in order to be consistent in nature. These changes
adopted by an organisation usually help in gaining the overall productivity as well as
profitability. Moreover, change management within an organisation occurs in several ways like:
strategic change, technological change as well as change in leadership skill adopted. It helps to
ease tension within an organisation and create a smooth process (Goetsch and Davis, 2014).
Change management is always formal way of communication with employees. Further, after
adoption of change management by Vodafone the company as faced several barriers which
further influence leadership decision-making within an organisation. Some of the major barriers
are mentioned below:
 Ineffective leadership: This is one of the major barrier under change management
system. Whereas lifeblood of any organisation is the employees at perform the work
within an organisation within efficiency. Therefore, if the leaders do not accurately
perform all task assign to him organisation can never achieve the established goals.
Moreover, under the case of Vodafone if the company do not choose the correct leaders
for the organisation the desired objective can never be achieved by Vodafone.
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 Broken Communication: Broken communication within an organisation usually impacts
negativity. These are areas due which the adopted change management does work
effectively (Hayes, 2018). Moreover, while introducing change within an organisation, it
is very crucial to communicate changes to every level within an organisation. If the
employees within an organisation are not communicated about the change they will not
perform their task according the new change adopted by a company. Moreover, broken
communication within an organisation usually creates several problems like: conflicts,
dissatisfaction of employees and many other. Due this the desired organisational
objective is not received by an organisation. This broken communication within a
company influences the decision making of leaders because they if the employees are not
communicated by the change they do not perform and several decision are taken by
leader in order to overcome. In context of Vodafone the company might aim at creating
creative communication within an organisation so the change implement can become
successful.
 Complexity: Moreover, change within big organisation usually is complicated as well as
lengthy process. Due this complexity the change implemented within an organisation is
highly affected. Further it result in failure of change. Moreover, in order to make change
successful an organisation much need perspective to ensure the change is managed
properly and effectively. The organisation much keep the change simple which the key of
achieving the desired objective. Small steps are better than attaining failure. Moreover, to
handle out complexity faced during the process of change management the leaders might
adopt implement several ways to solve the problem arising. There is no substitute
available for hard work so therefore, the change adopted be simple so that it can be
effectively implemented and desired organisational are achieved. In case of Vodafone the
company shall keep in mind that the change implemented should not be complex and
lengthy in nature.
 Lack of Employee Involvement: Due to these barriers also change management adopted
by an organisation is negativity impacted. This is once of most common barrier to change
management. The biggest mistake which organisations usually make is failure to involve
employees in the process of change management. Moreover, employees at work have fear
of change and they are not able to resist the change adopted. Efforts of change can only
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