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Introduction

Change in an important part of every organisation that makes great impact on the growth of a business. While making focus on various way of change, it can be said that there are two ways of change such as internal and external change that highly affect the operations and profitability level of a company. In order to analysis and understand t he leading change, it can be said that it includes such changes that highly affect the leadership styles which is an integral part of an organisation. This report analysis and complete understating of leading of change by taking the example of Hilton hotel who serve their services in a hospitality sector. Hilton hotel is considered the one of best and top 10 hotel in UK that highly affect the preference and way of attitude of employees and customers in a great extent by providing different kinds of products and services. This report also analysis an effective compares ion of ways in which change impact an organisation and its strategy or operation in a great level.  Furthermore, it also explains the evaluation of influence that drivers of change have on the organisation succession level. Furthermore, it also describes the various kinds of barriers that highly related to the change that make great impact on the growth of cited hotels in UK. At last, it also describes the various ranges of leadership approach so that manager of the cited hotel will be able to handle the different change the highly affect the leading style and operate in of the cited business in an effective manner.

LO1

P1 Comparison of different organisational examples in which impact of change on their operation and strategy

It is essential for every business to adopt the change in their operational activity. Change may be in the form of structural change, operational change and technological change that are not fixed in nature. While analysing the opposition and view of perception influence the change as a negative or positive manner, it can be said that if change is happened in the organisation,   there are mainly two type of responded has been collected by the manager from the employees. It may be positive or negative. While making focus on positive perception, it includes easily adaption of change in the behaviour and operations by the workers in an effective manner. On the other hand, negative perception includes demotivating between staff members, lack of transports, striker etc. Hence, it can be said that the views and perception highly affect the change in an organisation. Furthermore, while making focus on different change related organisations and examples, it includes various kinds of change, these are as follows:

Transformational change: It is a large scale transition to an exclusive state of operation affecting the complete organization. To maximise engagement, inspire workforce to don't forget what things about their employer are intrinsic regardless of its shape. Also called ‘essential alternate’.

Incremental change: continuous, small upgrades to an corporation made in an on-going way. This can be the end result of continuous development software which includes total first-class control.

Developmental change: Designed to increase the ability of the business enterprise without incurring good sized shifts in working structures or technique re-engineering. to maximise engagement, emphasize the stabilizing nature of the upgrades being made to the enterprise.

Remedial Change: It occurs in reaction to a problem, danger or assignment faced with the aid of an agency. Effectiveness of change efforts may be gauged surprisingly by using judging whether or not the hassle has been resolved. From time to time also known as unplanned adjustments (Ferkins,  Erakovic Mand McMorland, 2015).

Transformational change: It includes a re-imagining of an organization’s imaginative and prescient, organizing principles, and strategies, manner of working, products & services. requires enormous purchase-in from all levels of body of workers and is usually led in a pinnacle-down way. To maximize engagement, make sure communications about the transformation are clean coherent and steady.

Process and system related Change: Shifts to workflows, records pathways, resource allocation, and production structures designed to optimize how an organization creates and captures cost. Such adjustments may additionally require enormous behavior adjustments from people affected.

People and cultural change:  It mainly sports designed to influence the values, norms, roles assumptions, & management style that form the organization’s lifestyle to align with its assignment, vision and method. Designed to steer the way wherein human beings speak, inspire each other, technique troubles and paintings in groups. Commonly an extended-time period venture (Henderson, Gulati and Tushman, 2015).

Hence, it can be said that all types of changes are the some examples that highly affect the perception, structure and operation in an organisation. Fort examples: In case of culture change, it is essential for the organisation to adopt that strategy that will be beneficial for the employees and their growth. Hence, it can be said that change highly affect the views of the employees and directly relate to the successful completion of the strategy in an effective manner.

LO2

P2 Ways in which internal and external drivers affect leadership, team and individual behaviour in an organisation

While dealing the impact on internal and external drivers that highly affect the leadership, team and individual behaviour in Hilton hotel, it can be examined in the form of SWOT and PEST analysis. These are as follows:

SWOT Analysis

Strength

· While making focus on the operation of Hilton hotel, it can be said that the main strength of the company y is the brand acknowledgement that highly affect the growth of company.

· Providing interesting items and quality in services.

· Development of right and structure Asian Continent.

 

Weakness

· Not a proper developed network for attracting the customers.

· Higher dependency in the operators and investor also create the biggest weakness for Hilton hotel.

· Company also face some kind of issue in Chine related to the Lodgings services that make negative impact on the success of a business.

Opportunity

· Hiltopon hotel also h ave a opportunity to make a good relationship manmage mee n ert  approach in order to develop c oirdination nbe rtween em ploers amnd employees and  c uistomers fpor ac hiveiong their deeesire goals.

· Sopport of Austyrlian Market.

 

Threats

· Hiloton hgotel also expect t he rfevilaty con dition that create the bniggest threar for the company y.

·  Nerw enmtrrtance in trhe market.

· Incrfeasing the  slariesd of the staff members al;so make great impact on the p[rtofitab;lity ratoop of thge company.

PEST Analysis

Political Factor: Political stability is a simple requirement to achievement no matter the industry. In inn enterprise specifically, political factors can have an effect on the wide variety visitors, both, travelers and business travelers’ visits to a country in direct and indirect ways. as an instance, an ongoing sensitive political situation Northern eire may additionally discourage capacity site visitors to the place due to safety worries. Hilton global actively engages in lobbying so that you can be able to persuade positive political factors upon the business to a positive volume. As it is illustrated inside the figure under, the company has been spending more than USD 1.5 million in the course of the beyond 4 years for lobbying functions.

Economical factor: The monetary downturn causes the decline in remote places tourism which affects turnover and profits inside the hotel industry adversely. In more difficult economic times, a few less-costly styles of accommodation (e.g. Self-catering) turns into a super danger to inn enterprise. The recession brings lodges the opportunities to goal visitors with home-primarily based stays rather than doubtlessly trips overseas which is extra expensive.

 Social factor: The UK market incorporates some of the world over brands and chains. Hilton lodge as a sturdy brand, it has benefits to draw customers and it also cooperate with different groups and charity organisations. The short-breaks market ought to target the ageing United Kingdom population in addition to an increasing number of person families (Henderson, Gulati and Tushman, 2015).

Technological factors: The net allows less difficult reserving of rooms and provides all types of facts about Hilton inns consisting of opinions made by way of preceding clients. Social media presents a new manner that Hilton international interacts with visitors. The clients are sharing their inn tales and via on line offerings which includes Trip Advisor, Twitter and Facebook. If the Hilton inn is active and available through those popular channels, it cannot simplest expand emblem consciousness however additionally appeal to new customers.

P3 Measure to minimize the negative impact of Change in organisational behaviour

In order to analysis the PEST and Swot of Hilton hotel, it can be said that cited company y make various efforts i n order to ensure effective development and growth of a business. There are various factors such as technological changes, use of advance technologies’, changes in government rules and regulations etc. highly affect the strategies and operation of a business (Snyder, 2016). As a results, it was found that all the changes highly affect the leading style and function of employees in a working place., In order to minimize the negative impact on homage in organisational behaviour, there are various measures tools has been used by the company. The change highly affects the loyalty, morale, job satisfaction level, organisational commitment, mental health and creativity including work quality of employers. In order to reduce the negative, there are various tools such as:

Communication: It is a way by which person is able to their thoughts and ideas in front of the by using right communication medium in the form of verbal and non-verbal effectively. Effective communication helps to maintain the morale in the company and provide right supports to the current employees by using rig ht leadership style in the hotel. It also helps the manager by which they will be able to re-motivate their employees. Hence, if a leader want to influence the employees for reducing the negative impact in an organisation, it is essential for the leader to make a right way of communication in the form of downswing so that all the informations based on the Hilton hotel will be deliver in a right way.

Maintain morale ion the company:  In order to managing and maintain the morale   of employees, Hilton Hotel highly make focus on anticipating the implores response and identify the intervention that impact on their morale. Leader also needs to motivate and evaluate the morale and impact by adopting the right action which is beneficial for the growth of the hotel and employees (Neundlinger, Vogel, Rack and Gucher,  2018). In order to  anticipating the employers response, it is require for the leader in Hilton hotel is to  provide convenience workplace for the employees and also adopt transparency in their Woking so  that employees will be able to understand the policies and procedure in an effective manner.

Provide support: In order to provide effective support to  the employees, it is essential for the manager of cited hotel to fix the time frame of working of ever employees. For example: In Hilton, the time shift of every employees and members arte fixed. Furthermore, Hilton hotel always try to provide effective training and development to their staff members so that they will be able to work in an effective manner.

LO3

P4 Different barriers for change and determine how they influence leadership decision making in an organisation

Conducting a baseline evaluation is a perfect system that will help any company to discover capacity and actual boundaries to change. Limitations will constantly crate an opening in endorsed and cutting-edge practices, in the end having a bad effect at the everyday production manner of the organization. The barriers that Hilton Hotel faced are as follows:

Lack of employee’s involvement: Personnel usually have the worry of change, and unless they may be worried within the alternate process, it is tremendously probable that even the maximum unswerving member of your personnel will withstand the trade. The biggest mistake some corporations make is failure to contain personnel within the change process (Martinez, 2016). This spikes worry of the unknown, loss of desire to embrace a new way of life and in the end a complete barrier to the trade. so one can conquer this, stated motel's supervisor imparting relevant, enough assets to pressure them closer to change may be a important element to do, in order that they are comfortable and equipped to modify to the brand new development within the organization.

Lack of effective communication: Hilton hotel has no effective conversation strategy. In fact, some pinnacle leaders constantly expect that once they announce the exchange, people will regulate and be ready to get started with the new improvement. That is the silliest manner to introduce change, hence forceful resistance to the change. Leader must prevent making statement and introduce strategies. Employees do not need to recognize approximately the exchange only. They need to realize how the change will affect them as well as how they will adapt to the trade.

Organisational Complexity: The complexities include complex tactics, merchandise and systems, all which contribute to alternate barriers due to the fact they are frequently pretty difficult for the members of the business enterprise to understand. It’s far essential to interrupt this barrier with the aid of introducing an eager and skilful technique to tackle organizational rapid growth as well as complexity (Henderson, Gulati and Tushman, 2015). An employer can destroy this barrier by using employing diligent, satisfactory and relatively effective mission and exchange control approach.

LO4

P5 Different leadership approach dealing in change in an organisation

In order to managing the change and leading activity in Hilton hotel, there are various kinds of leadership approach has been used by the  manager in an effective e manner. It includes:

Lewin’s Change Model: Lewin’s exchange control version is one of the most famous and effective fashions that make it feasible for us to understand organizational and established trade. His version consists of 3 primary ranges which are: unfreeze, alternate and refreeze.

Unfreeze: the primary level of the system of trade in line with Lewin’s technique entails the instruction for the change. Because of this at this step, the corporation ought to get organized for the exchange and also for the truth that change is vital and wanted. This phase is crucial due to the fact most people around the world try to withstand trade, and it is crucial to interrupt this status quo (Harris and Panther, 2017). The important thing right here is to give an explanation for to people why the prevailing way wishes to be changed and how trade can result in earnings. This step also involves a business enterprise looking into its middle and re-analyzing it.

Exchange: this is the stage where the real transition or alternate takes place. The method can also take time to appear as human beings normally spend time to embody new happenings, trends, and changes. At this degree, exact leadership and reassurance is essential due to the fact these aspects not simplest lead to influence ahead within the right direction but also make the process less difficult for group of workers or folks who are worried in the system. Communication and time for this reason are the keys for this degree to take place efficaciously.
Refreeze: Now that the trade has been common, embraced and applied with the aid of humans, the business enterprise or business enterprise starts off evolved to end up stable again. That is why the stage is called refreeze (Ferkins, Erakovic and McMorland, 2015). That is the time when the team of workers and strategies start to refreeze, and things start going back to their everyday pace and ordinary. This step requires the help of the humans to make certain modifications are used all the time and applied even after the goal has been carried out. Now with a experience of balance, personnel get at ease and assured of the obtained adjustments.

McKinsey 7 S Model: It includes various concept s, which are as follows:

Strategy – Methods is the plan created daily get past the opposition and reach the dreams. This is the primary level of exchange according to McKinsey’s 7-S framework and entails the development of a step-by means of-step procedure or destiny plan.

Shape – structure is the degree or attribute of this version that pertains to the manner wherein the employer is divided or the structure it follows.

Structures – every day everyday get a assignment completed, the way in which the sports are carried out is what this stage is daily.

Shared values – Shared values confer with the core or predominant values of an agency in step with which it runs or works.

Style – The way wherein the modifications and leadership are followed or applied is referred day everyday ‘fashion’.

Staff – The workforce refers to the staff or employees and their operating abilities.
Skills – The competencies as well as other competencies possessed by way of the personnel running inside the corporation.

Kotter’s Change management theory: Kotter’s alternate management theory is one of the maximum famous and followed ones inside the global. This modification control concept of his is divided into eight ranges in which every certainly one of them focuses on a key principle that is related to the response of humans to exchange (Espedal, 2017).

Increase urgency – This step entails growing a sense of urgency many of the people on the way to inspire them to transport forward closer to objectives.

Construct the crew – This step of Kotter’s exchange management concept is associated with getting the proper humans on the team via choosing a mix of skills, expertise and commitment.

Get the imaginative and prescient accurate – This level is related to creating the correct imaginative and prescient with the aid of contemplating, no longer the simply method but additionally creativity, emotional connect and goals.

Communicate – communiqué with humans regarding exchange and its want is likewise an vital part of the trade control idea by using Kotter.

Get matters shifting – to be able to get things moving or empower movement, one wishes to get support, remove the roadblocks and put into effect comments in a positive manner.

Recognition on brief term dreams – that specialize in quick time period desires and dividing the ultimate intention into small and workable components is a superb way to acquire fulfilment without too much strain (Erickson, 2014).

Don’t give up – endurance is the important thing to success, and it's far vital no longer to surrender while the process of alternate control goes on, regardless of how hard matters may appear.

Incorporate alternate – except handling exchange correctly, it's also crucial to reinforce it and make it part of the administrative centre way of life.

Hence, it can be said that all these change approached and practices helps the Hilton hotel top adapt the situational leadership style in order to analysis the situation and condition of the company. By taking the right analysis of situation and adopting right style and practices helps the cited company to manage the minimize the risk in an effective manner.

Conclusion

From the above detailed report it can be concluded to make a right leadership is essential for successful operation of a business. This report makes a complete analysis of operations and functions that has been performed by the Hilton Hotel in order to face the changes related to the leading (Anderson, 2016). Furthermore, it also describes the various leadership approaches and principles by which cited company will be able to make effective improvement in their operations. At last, it also describes the various that make negative impact on the growth of a business and also analysis the effective terminology to overcome all the issues in an effective manner.

References

  • Anderson, D.L., 2016. Organization development: The process of leading organizational change. Sage Publications.
  • Erickson, J.I., 2014. Leading unplanned change. Journal of Nursing Administration, 44(3), pp.125-126.
  • Espedal, B., 2017. Understanding how balancing autonomy and power might occur in leading organizational change. European Management Journal, 35(2), pp.155-163.
  • Ferkins, L., Erakovic, L. and McMorland, J., 2015. Leading organisational change. Leadership in Sport, 121.
  • Harris, C. and Panther, C., 2017. You have to start somewhere: Designing, tailoring and tinkering. A reflection on leading a change process. Journal of Educational Leadership, Policy and Practice, 32(1/2), p.125.
  • Henderson, R., Gulati, R. and Tushman, M. eds., 2015. Leading sustainable change: An organizational perspective. OUP Oxford.
  • Martinez, J.C., 2016. Leading Organizational Change in The Local Church: A Multi-Case Study.
  • Neundlinger, K., Vogel, S., Rack, S. and Gucher, J., 2018, April. The CIO's Balancing act, Leading Digital Change By Developing Social Skills. In International OFEL Conference on Governance, Management and Entrepreneurship (pp. 192-208). Centar za istrazivanje i razvoj upravljanja doo.
  • Snyder, R.A., 2016. The Social Cognitive Neuroscience of Leading Organizational Change: Implementation issues and challenges: how to" do" change leadership. Routledge.

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