Leadership and Change Management Development Plan for Woolworths

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Leadership and Change Management
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Contents
Introduction.................................................................................................................................................3
A). You are required to conduct the Performance evaluation of the organisation’s current Leadership and
Change Management Plan against the best practice?...................................................................................4
B) For logbook b, you are required to conduct a Performance evaluation of the organisation's current
Leadership and Change Management Plan against the best practice. This is to be submitted by week. . .9
C) For logbook c, you are required to develop leadership and change management development plan
for the chosen case organization. This is to be submitted by week 8.....................................................12
Conclusion.................................................................................................................................................15
References.................................................................................................................................................16
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Introduction
In this assessment has been discussed about the Woolworth Company which is deals in grocery
product and services to their customers. In this assessment clear about the leadership styles
which helps to successfully manage the change management process in the Woolworth. Kurt
Lewin’s model helps in understanding the effective leadership styles for suitable for the
Woolworth. This assessment analyzing the performance of Woolworth which helps to
successfully change the management plan for achieves the goals and objectives of the
organisation. It helps in to identify the issues and gaps by the use of the leadership approaches to
implementing the change management in the Woolworth.
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A). You are required to conduct the Performance evaluation of the organisation’s current
Leadership and Change Management Plan against the best practice?
Woolworth is the successful Company, it is established on February 22, 1879 by Frank Winfield
Worth. Woolworth brothers developed merchandise which provides direct sales and purchase to
their customers. Woolworth deals in retailing and it is the growing company in worldwide.
Woolworth increases their demand in Australia and provides the best services to their customers,
along with it increase their growth and market share in Australia. Woolworth has the main focus
on the expansion of supermarkets and provides more product and services to their customers.
Woolworth provides grocery products to its customers and builds their trust in the markets
(Dreher, 2016).
According to the (Andreeva and Ritala, 2016) Leadership plays an important role in Woolworth
which provides effective skills and abilities to their employees. It helps in managing their team
and team members for achieving the goals and objectives of Woolworth. The leader uses their
effective styles to manage the work and performance of the Woolworth and it provides positive
impacts to their employees and makes able them for achieving their targets of Woolworth. It is
important in Woolworth for understanding the leadership styles which helps to increase the
performance of their employees. The leader suggests the Woolworth for focused on the task and
structure for achieving the goals and objectives of the Woolworth. The main and important role
of leader understanding the subordinates for fulfilled their needs and wants in the Woolworths.
In Woolworth, it is essential to manage their team and their team works for increasing
productivity and provides satisfaction to their customers. The leader uses their effective
leadership styles to motivate their employees and enhance their skills for achieving the targets of
Woolworths.
Change management process is the essential steps of Woolworth to implement the change
management and ensure the outcomes of Woolworth. It process helps to identify the skills and
abilities of the leader for changing the management and it increases the capacity of the leader to
manage the change management operation in Woolworth. This change management process
provides effective strategies for understating the needs and implement for change in the
Woolworth. It discusses the problems and issues for making a change successful in the
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management of Woolworth. This process provides an efficient time to changes in management
and provides relevant information for changing in management. In Woolworth, change
management helps to increase the performance of employees for understanding the vision and
mission. This process engaged the employees towards the work and effective work easily
provides the goals and objectives of the company.
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Kurt Lewin’s model provides a contribution to the theory of change management and provides
an effective strategy for managing management operations. This change management theory is
essential for clear the vision and mission of the Woolworth. This theory helps to Woolworth for
developing their strategies to change management and the ability to achieve the targets of
Woolworth. Kurt Lewin’s investigate the Woolworth issues and opportunities for achieving the
goals and objectives of Woolworth. There are effective Lewin’s change model which helps to
change management in Woolworth that are (Cummings, 2016);
Unfreeze: - The first and important model of Kurt Lewin’s in changes which involves the
understating the needs of changes to their employees and leaders to boost their working progress
in Woolworth. This process of change management involves the existing status of Woolworth
and provides effective ways for operating the management. This provides an effective
framework of management which enables their employees for providing effective product and
services to their customers. It is the first part of the change process it is usually stressful and
difficult manage in the Woolworth but the leaders of Woolworth motivate their employees for
increasing their work and achieving the goals and objectives of the Woolworth.
Change: - It is the second stage after the unfreeze stages it creates the changes in the
management for new effective direction to achieving the goals and objectives in the Woolworth.
Employees and leaders accept the changes and show their extra efforts to provide proper
satisfaction to their customers. In the Woolworth leaders and employees support their
management and focus on the changing environment for properly understanding it. In order to
accept the changes by employees and leader which helps to successfully implement the strategic
and plans to easily achieve their goals and objectives in the market.
Refreeze: - This refreeze model provides the new effective operation of work and effective
framework of Woolworth. This refreeze stage provides confidence, comfort and stability in
work. Refreezing stages is essential for Woolworth to tackle difficult situations and provides an
effective solution to their employees. After the refreezing stage, change management is
successfully implemented in the Woolworth and engaged with the work performance and in
future able to achieve the goals and objectives of Woolworth.
There are many leadership theory which helps in change management of Woolworth
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Trait theory: - This leadership theory provides the increasing the personality of the leader for
understanding the stressful situation and provide their effective performance in the Woolworth.
This theory provides attractiveness, self-confidence and capacity to do effective work in the
Woolworth and able to achieve the goals and objectives of the Woolworth.
Process leadership theory: - This theory provides an effective process for clear the vision and
mission of the Woolworth and able to their leader for easily achieve their goals and objectives of
the Woolworth. This theory also suggests the focus on social responsibility and provides proper
services to them. This theory maintains the leadership styles and the relationship between
leaders and employees in the Woolworth.
Style and behavior theory: - This theory enables leaders to understand the leadership skills for
well performing in the Woolworth. This theory makes effective leadership styles for
understanding the situations and maintains the relationship with team members and workers.
This theory focuses on effective leadership for achieving the goals and objectives of the
Woolworth in the competitive market.
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B) For logbook b, you are required to conduct the Performance evaluation of the
organisation’s current Leadership and Change Management Plan against the best practice.
This is to be submitted by week
The leader establishes a clear vision and shares the vision with the team to follow, provides the
knowledge& information, and coordinating & balancing the conflicts. A leader is able to think
creatively in critical situations (Goetsch, et. al., 2014).
Leadership and change issues in Woolworths
The process of change has various issues faced by the team as well as leaders. Following are the
few challenges
Handle resistance with practice – the great responsibility comes with hard work. In the process
of change management, great change comes with great resistance. It is the responsibility of a
leader to determine the resistance and manage properly.
Manage Conflicts – A good leader interacts with a team and understands at the difficult part of a
change. If any conflict or issues arise it is a duty of team leader to quickly solve it. Patience
requires solving conflicts. It is time to maintain trust with team members.
Deals with setbacks – Upheaval are the share of the event in transition management. When
critical failure and setback is arisen it is essential to keep morale determined. The first step is to
expecting the setbacks to solve the issues.
Protect Team – Team believe without questioning the process and plans occur in some
interdepartmental conflicts. Management of resource is necessary while working with different
departments such as finance, HR, marketing, and operations, etc.
The leadership approaches
Woolworth uses Leadership approaches includes leadership as a position, leadership as a person,
leadership as result and leadership as a process. The description is given below:
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Leadership as a position – Position based leadership is where team members operate that make
them a leader. It is the form of formal authority. The character of the leader is less important than
the position of leader (By, et. al., 2012).
Leadership as a person – Leadership also focuses on the charter of person. The leader is the
combination of a person based and charter based person. Great leaders are heroic or charismatic
by nature.
Leadership as Result – The leadership of the result is based on the working of leaders. Result
based leadership includes leadership as influenced and leadership as change.
Leadership as a process – The process-based leadership defines the relation between practice
and leader. It is proper working done by leaders.
The change management
Change management is the process of a guide, prepare, support employees to successfully
approve the change in order to the success of an organisation. All individual and all changes are
unique; the research shows that it influences the individuals (Vaccaro, et. al., 2012). There is
three levels of management given below:
Individual change management
Resist change is psychological nature. It is a naturally resilient creature. It is adaptive and
successful due to support through times of change. Individual change management involves an
understanding of successfully change in an organisation.
Organizational/Initiative Change Management
At an individual level, change happens in the organisation. It is not possible for a team leader to
manage change on a person by person basis. It provides the stages and action to take to strategy
level to support hundreds or thousands of employees of an organisation. The first step is to
determine the people who will need to change the result of the project.
Enterprise Change Management Capability
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In an organisation enterprise change management provide the ability to adapt to changing
situation and competitive differentiation. Change management is the capacity to play important
roles, structures, processes, projects and leadership competencies in an organisation.
Identify the gaps between the existing leadership and change management
An organisation is going through speeding up adoption of the new process, re-org, create a
culture of innovation and change creates conflicts.
Change cannot be managed – Employees are not in control. The world is neither predictable
neither logical. Change is the personal decision of an individual.
People are not objective – Leaders and employees both driven by operating emotions and
beliefs. Previously observed both see the world collide.
Level set the starting point – Every individual start from the same time at the same place. But
leaders have the capabilities to start thinking about an innovative plan for employees (Ajmal, et.
al., 2012).
Change requires new mindsets – Approaches set by an individual to make vision clear and
expects from employees to work properly.it helps employees to achieve goals.
Making adjustments goes both ways – It is collaborative action that requires employees to
make an adjustment to set in an organisation.
New doesn’t always mean better – Leader might not feel the same for the employees of an
organisation. The leader focuses on the team members without taking his interest on priority.
Principles of change gap
Bring a personal development approach to the workplace
An organisation wants to break barriers between personal and professional life (McCleskey,
2014). It includes hobbies, job, and everything feed for each other. Employees deal with change
their inner lives. Behavior includes beliefs, values, emotions, and fears. It is not possible to
promote the change openness not address the risk tolerance at a personal level.
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Apply a human center method to driving change
It is the responsibility of the user to understand the design thinking or similar method to solve the
issues. The organisational change includes manager, employees, shareholders, and leaders.
Innovative and agile methods used to promote the product in an organisation.
Prioritize depth of adoption versus breadth
It is the responsibility of the leader to complete the work first which is achievable instead of
focusing on rally behind impossible to do. It is also a waste of time and effort. Early adopters
help to initiate to complete the task (DeRue, et. al., 2012).
Change openness in the result of preparation
It is important to challenge limits to complete the task beyond limits. For development, it resists
changing and development behavior. It prepares a team to open to taking challenges and accept
change.
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C) For logbook c, you are required to develop leadership and change management
development plan for the chosen case organization. This is to be submitted by week
8.
Change management plan is of two types. Woolworth uses both types of plans in an
organisation. One change focuses on addresses the impact of change and easing the transition.
The changing management plan helps employees to clear what needs to be done (Mabey, 2013).
Writing a plan to Manage Organisation change
Demonstrate the reason for a change
It is important to make a list of decision is to change such as new technology, the shift in
organisation' mission and decision to change. It is the approach to observe the current situation.
by observing the current situation forecast for a future course of action.
Define the type and scope of change
The description is mentioned in brief what needs to be changed in the management project. It is
essential to determine the effect of process changes, roles, structural and policies changes in an
organisation. Woolworths make the list of all work groups, systems, departments, and other
components.
Describe stakeholder support
It is important to make the list of all stakeholders such as project manager, senior management,
users, and project sponsor which all are affected due to change in management. It is the
responsibility of all stakeholders to support change. Maintain report of things to communicate
among all stakeholders such as a degree of support, list awareness, and influence for stakeholder
and scale of high /medium/low.
Create a change management team
All the necessary information is communicated by a team to all stakeholders which include
listening to issues and ensuring change is implemented in an organisation. Choosing people with
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