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Major Impact of Change on Organization Strategies

University : UKBC COLLEGE LONDON

  • Unit No : 17
  • Level : Undergraduate/College
  • Pages 15 / Words 3000
  • Paper Type : Assignment
  • Course Code : A/508/0529
  • Downloads : 224

INTRODUCTION

Change management is a organized procedure that aid to dealing with different modification and transformation within an organisation to grabbing several opportunities easily. This process implement different strategies to control negative impact of changes management. Through this, individuals can easily adopt these transformation in their working as well as business approaches (Alkahtani, 2011). This project report is based on NEXT which is a multinational clothing retailer brand. This organisation was established in the year of 1864 by Joseph Hepworth. NEXT is largest global clothing retailer that provide its effective services in approx. 700 stores. This report represents a Comparison of different organisations to the major impact of change on their strategies, analysis of Internals and external drivers of change as well as different strategies tominimising negative impacts of changes. It also include Different barriers for change and its influence on leadership decision-making and leadership approaches for dealing

TASK 1

P1. Comparison of different organisations and the major impact of change on their strategies and operations

Changes management is a effective business approach that requires to make modifications and alteration in firm to maximize opportunities easily. It consider different policies, working approaches, rules and organisation's culture. Through this management of an firm can easily build a proper business environment for employees and customers too. Operational and functional approaches always require positive changes by accepting impactful challenges from target market. For this, manager of firm make effective strategies to adopt these transformations easily to working environment (Anderson and Anderson, 2010). A successful organisation always implement several changes to getting higher competitive advantages. NEXT is a leading clothing brand that provide its effective services for men, women and children both groups. This organisation faces tough competitions from several business firms. Brief details of some organisations as -

NEXT– NEXT is a multinational British clothing brand that also cater their effective services in footwear, home products and branded cloths. This organisation was established in the year of 1864 by Joseph Hepworth. NEXT has around 700 stores in several countries, in which major stores are in UK and furthers are in different continental. This firm provide quality products and services at affordable cost to their customers. Firm uses different promotional tools to attract customers easily toward their services. NEXT has a attractive logo that make their unique imager in target market. Main objectives of this organisation is to provide affordable service and products to their customers.

H&M– H&M is a Swedish multinational clothing retailer brand. This organisation was established in the year of 1947 by Erling Persson. Hennes and Maurtiz is a fast fashion for men, women and teenagers. This company operate their 4500 stores in approx. 62 countries. Firm has around 1,32,000 employees who provide their effective and quality services to target customers. Firm uses different promotion techniques by online services to operate effectively in different countries (Bingham and Main, 2010). Through this they build large number of customers with their brand and its products. H&M adopt several changes in their business policies and procedure to get connected with several customers and grabbing different opportunities.

Both organisations are dealing in the retail industry but they their working criteria is very different to each others. NEXT and H&M are two largest clothing brands but major difference between them are -

Strategies

NEXT

H&M

Pricing strategies

NEXT is a multinational clothing retailer that provide their products and services to different customers on affordable prices. Main objective of them is to serve quality products on standard costs (Branson, 2010).

H&M is a multinational clothing brand that render its services on high cost. They are never using cost effective policies n their business process because they already have loyal customers who are believing in their services.

Products

NEXT provide its effective services in branded clothings, Footwear and home products services.

H&M is basically dealing in fast fashion clothing for men, women, teenagers and children as well.

Promotions

This organisation basically uses cost effective business and promotion ideas in their firm to attract customers easily toward their products as well as services.

H&M is a multinational brand that implement several promotional activities in their business as electronic medium, direct promotion and newspaper activities as well. Currently H&M also start their distribution activities on the bases of online medium to get connected with multinational customers.

Place

NEXT is a large chain of clothing services that operate their sales services in approx. 700 stores in which 500 are in UK and others are in different continents as Europe and Asia.

This firm operate their 4500 clothing stores in approx. 62 countries. Through this they build a large chain of their brand to get connected with several customers in worldwide.

People

This organisation has large amount of customers who connected with its products and services. That is why, firm operate their services at several continents. In this stores, approx. 50000 employees are working (Brown, 2012).

H&M is a multinational brand that has around 4500 clothing stores in which approx. 1,48,000 employees provide their effective services. Through this they build direct connection with maximum customers.

Process

This organisation basically uses modern procedure to making effective changes in their business activities.

H&M sometimes working through their traditional process and they are not more likely toward specific changes.

Physical evidence

NEXT basically provide several facilities to their customers as parking, sitting, food and water to make them loyal toward their brands.

H&M is multinational clothing stores that impalement attractive services in their stores that make them unique and different to others (Carrington, Deppeler and Moss, 2010).

P2 Internals and external drivers of change that affects on leadership, team and individual behaviours

For a business organisation, it is required to make changes and alteration in operational and functional activities to getting desirable growth and income. Through this management of firm can attain their predetermine targets easily. NEXT is a multinational clothing brand so for them it is require to make appropriate changes in their products and services on the bass of customer's requirement and need. By this, they can build strong relation with them to getting long term achievements and benefits. In this process, internal and external drives of changes has major impact on key employees and their working abilities (Doppelt, 2017). For this employees of NEXT needs to analyse several factors that can affect negatively on their business approaches. After analysing such elements, management and manager requires to make impactful strategy to make proper control on them or minimise its negative impacts. These factors can be -

Internal drives of changes –These are pre existing element of firm that are affected through several changes in business activities. Internal factors of changes are controllable, so that firm can easily recover from its impacts. Different factors of internal drives are -

  • Strengths: NEXT is a well known clothing brand that provide its effective and quality services in several countries. Basically cloths and its quality is major strength of firm that helps to make their effective image in target market. Changes in products demand can affect directly on team work and individual because these are the only elements that help to maximise product demand in target market.
  • Weakness: NEXT Implement advance technology in their business activities but they do not have well trained and experienced staff who can understand major impact of technological change in their business activities. Sometimes these factors affect negatively leadership approaches, team work ability and individual's performance as well. For this they needs to use training process in their business approaches to properly implement advancement in their activities (Fagerström and Salmela, 2010).
  • Opportunities: For a business organisation, it is required to make positive changes in this activities to getting higher opportunities easily. For this leader of firm needs to provide appropriate direction to their workforce to get such opportunities easily in their business approaches. Team work of individual also can be a beneficial move to make desirable alteration and modification in business approaches.
  • Threats: NEXT faces threats from competitive organisations and others firm who provide similar services to customers on cheapest price. These activities impact negatively on operational and functional activities. For this leader and individual of firm needs to make impactful strategy to reduce its negative impact by managing their own product image and goodwill in target market.

External drives of changes – These factors are out of the control of business because are not existing in firm. For them manager needs to make impactful planning because these factors are hard to control easily. These can be -

  • Political factors: These elements are basically related to governmental policy and regulation that they make for several organisation. For this leader of firm needs to analyse its negative and positive impact because these are mandatory to implement in operational and functional approaches. Team work of individuals provide higher benefits in order to impact of such drives (Fullan, 2014).
  • Economic factors: These factors are related to economic changes and alteration. All these factors has direct impact on organisation's policy and procedure as inflation, interest rate, monetary policy, exchange rate, growth rates as well. These factors has direct impact on business procedure so for this leader of firm needs to implement effective policy that helps to NEXT for survive in such situations easily.
  • Social factors: In a retail industry, these factors has major impact on several organisation. For NEXT, it is require to analyse customer's and market demand to provide them quality products. In this procedure leader needs to make strategy to analyse market strategy and employees need to implement them to getting several opportunities from this. Changes in market demand aid to make effective changes to rebuild new image easily (Hallinger and Heck, 2011).
  • Technological factors:For NEXT, it is require to implement advance technology in their business process to getting desirable outcomes and growths. But changes in technology can effect negatively on firm, so for this leader needs to provide training to their employees for implementing such ideas in their business procedure.

P3 Measures for minimising negative impacts of changes on organisational behavioural

In a business organisation, it is require to make timely changes and modification to adopt new ideas and creativity easily. NEXT is a most popular clothing brand that provide its effective services to customers on the bases of their requirement and need. For them it is require to make effective alteration in their business procedure to getting higher competitive advantages. These modification has both negative and positive impact that affect business activities. Positive impact provide opportunity to maximise business structure and getting desirable income while as negative impacts are not bearable. So for this management of NEXT needs to manage organisational behavioural properly to minimise negative impact of change as -

  • Research: This is a most important factor that an organisation require to manage. It is all about proper analysis of each and every element of change that can affect operational and functional activities of firm. Through this, manager of NEXT can make impactful strategy to implement positively these changes in firm and minimise its negative affects easily. It helps to analyse each and every marketing element that can affect negatively on firm (Malenfant, 2010).
  • Training: These are most important factor that helps to maximise organisation's profitability and productivity. NEXT is a well known clothing brand in which large number of employees are working. For management and manager of firm, it is require to provide them effective training and learning to develop their interpersonal skills and working approaches. Through this, employees understand several aspects that how to implement changes positively in firm. A effective training always aid to minimise negative impact of external drives because trained workforce implement several challenges easily (Parsons and Cornett, 2011).
  • Technology: For a business organisation, it is require to adopt advance technology in their business activities because through this NEXT can easily make effective modifications and changes in their business activities. A firm always require several changes through innovative ideas and creative thoughts. NEXT is retail organisation that provide quality cloths and other products to customers. Changes in Trend and fashion has major impact on customer's choice and their demand, so for this NEXT needs to implement those factors that helps to adopt quick changes in firm. In this process, advance technology provide several facility to make desirable modification in firm and reduce negative impacts of changes n organisational behaviour.
  • Healthy relations with employees: In a business organisation, employees of firm are known as their key strength who provide their effective services in order to achieve target objectives and goals of firm. So for this management requires to build strong and healthy relation with their employees to build a mutual understanding while making any changes in firm. Through this they can resolve issues and problems from firm and maximise profitability and growth. All these activities build path of success for NEXT to achieving their objectives.

TASK 2

P4 Different barriers for change and its influence on leadership decision-making

For a business firm, it is require to adopt to adopt new ideas and creative thought to attract several customers easily toward their services. In this process, change management helps to implement innovation in firm and its business activities. NEXT is a well known clothing brand that provide its product and services in several countries. In this firm leader and manager provide their effective contribution to attain future targets easily. Manager of firm is the creator of target objectives and goals while as leader manage activities effectively to attain them at exact timing. Leader is an individual who can implement changes easily in firm (Salmela, Eriksson and Fagerström, 2012). So the barriers for change are influence in decision making approach of leadership. Major issues for changes are -

Lack of employment involvement: This is a most important factor that has direct impact on decision-making process of leadership. In an organisation, it is require that all the employees are working together to achieve business objective and goals easily. In this process leader needs to make proper involvement of them to maximise their productivity and working skills easily. Lack of employees involvement has negative impact on decision making process of leader. So for them it is require to provide equal responsibility to their workforce in order to positively implement changes in firm.

Lack of communication: In a business organisation, it is require that employees are communicate positively to each others. Through this they can resolve issues and barriers of each others. All these activities assist to build positive working environment in firm to getting higher competitive advantages easily. It is the responsibility of leader to build effective communication between their employees to understand their own issues that requires to resolve at a time. Through this, leader build confidence in their employees to convey their ideas in front of managers and leaders.

Organisational cultural planning: In an organization, it must be required to have an positive working environment because it has major impact on performance of employees and organisational behaviour as well. Through this, leader manage focus of employees toward future goals and objectives.

Force Field Analysis:

  • Step 1. Proposal for change: This is a most important stage that determine purpose, goals and objectives of changes in firm.
  • Step 2. Identify forces for changes: This step determine drives of changes that can be internal and external. For NEXT, it is require to identify those factors properly to manage strategy according to them (Suchman, 2011).

Step 3. Identify force against changes: In a business organisation, it is require to make proper involvement of employees while making any modification and changes. For this, they needs to provide proper responsibility to them on the bases of their skills.

Step 4. Assign scores: In this process firm needs to analyse impact of changes and business requirement to overcome them properly.

Step 5. Analyse and apply: After examine al business activities, changes and its impact it I require to implement them properly in firm to getting maximum profit easily.

TASK 3

P5 Different leadership approaches for dealing with change within organisation

In a business organisation leader play a most important role on the bases of different situations and working needs. Their main objective is to provide appropriate guideline and direction to their workforce to achieve target goals easily. In NEXT, manager and leader always influence employees for adopting new ideas and technology to maximise their productivity easily. There are different leadership style are given below on the bases of their behaviour and working approaches -

Autocratic style: These types of leaders are basically working in proper manner. They analyse each and every situation properly and collect data on the bases of employees performance and their skills. They are most effective personality who manage each and every situation in proper way by their abilities and working approaches.

Laissez fair: These leaders are very practical in their working approaches they believe in provide responsibility to employees foe maximising their working skills easily. This types of leaders are uses different aspects, methodology and tactics for resolving any kind of issue in firm.

Democratic leadership styles: This is a most effective leadership approach in which leader provide opportunities to each employee to participate in each situation. Through this they can achieve target goals and objectives in effective manner. For NEXT, it can be a beneficial approach of leader while adopting changes in firm (Thomas, 2013).

Transformational: These leader are very different to others because they analyse each business transaction and activity to getting maximum opportunities easily. Through this they make strong control on each and every business activities.

CONCLUSION

As per the above report it has been summarised that changes are require in a business organisation to getting different opportunities easily. For this management and manager of organisation requires to analyse drivers of changes to making impactful strategy for this. Through this management of firm can attain their predetermine targets easily. In this process, internal and external drives of changes has a major impact on key employees and their working abilities. After analysing such elements, management and manager requires to make impactful strategy to make proper control on them or minimise its negative impacts. A successful organisation always implement several changes to getting higher competitive advantages.

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REFERENCES

  • Alkahtani, A.H., 2011. The impact of personality and leadership styles on leading change capability of Malaysian managers. Australian Journal of Business and Management Research. 1(2). p.70.
  • Anderson, D. and Anderson, L.A., 2010. Beyond change management: How to achieve breakthrough results through conscious change leadership. John Wiley & Sons.
  • Bingham, D. and Main, E.K., 2010. Effective implementation strategies and tactics for leading change on maternity units. The Journal of perinatal & neonatal nursing. 24(1). pp.32-42.
  • Branson, C.M., 2010. Leading educational change wisely. Rotterdam: Sense Publishers.
  • Brown, B.C., 2012. Leading complex change with post-conventional consciousness. Journal of Organizational Change Management. 25(4). pp.560-575.
  • Carrington, S., Deppeler, J. and Moss, J., 2010. Cultivating teachers' knowledge and skills for leading change in schools. Australian journal of teacher education. 35(1). pp.1-13.
  • Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge.
  • Fagerström, L. and Salmela, S., 2010. Leading change: a challenge for leaders in Nordic health care. Journal of Nursing Management. 18(5). pp.613-617.
  • Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John Wiley & Sons.
  • Hallinger, P. and Heck, R.H., 2011. Collaborative leadership and school improvement: Understanding the impact on school capacity and student learning. In International handbook of leadership for learning (pp. 469-485). Springer Netherlands.
  • Malenfant, K.J., 2010. Leading change in the system of scholarly communication: A case study of engaging liaison librarians for outreach to faculty. College & Research Libraries. 71(1). pp.63-76.
  • Parsons, M.L. and Cornett, P.A., 2011. Leading change for sustainability. Nurse leader. 9(4). pp.36-40.
  • Salmela, S., Eriksson, K. and Fagerström, L., 2012. Leading change: a three‐dimensional model of nurse leaders’ main tasks and roles during a change process. Journal of advanced nursing. 68(2). pp.423-433.
  • Suchman, A.L., 2011. Leading change in healthcare: Transforming organizations using complexity, positive psychology and relationship-centered care. Radcliffe Publishing.
  • Thomas, T., 2013. Leading change and innovation in teacher preparation: A blueprint for developing TPACK ready teacher candidates. TechTrends. 57(5). pp.55-63.
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