Sample On Change Management

CHANGE
MANAGEMENT
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TABLE OF CONTENTS
INTRODUCTION
Task 1 Types of Change
Task 2 Leadership Approaches used to support Successful Change in
Management
Task 3 Ethical Behaviour of R&D Team
Task 4 Reasons of Resistance from the Employees on Firm Micro-Moulding
Project
Task 5 Impact of Change in Leadership Style on Behaviour and Culture of
Employees at NT Mouldings
CONCLUSION
REFERENCES
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INTRODUCTION
NT moulding is a small firm that is producing medical equipments.
Currently this company is focusing on its Micro-modular project. But its CEO
is not receiving adequate support from its managers. This report is prepared
on understanding the impact of leadership style on firm and its project. For
this purpose leadership approaches are explained in this report and
appropriate leadership approach is suggested for the NT mouldings. Changes
are important in an organization because by bringing changes firm remove
its weakness. In this report types of changes are discussed in detail.
Moreover, employees resistance in context of company and general is also
discussed in detail. Other than this, detail discussion is carried out on ethical
behaviour of researchers. In this context ethical theories are explained in
detail in this report. At the end of the report, impact of adopting leadership
style on organization culture and employees behaviour is discussed in detail.
In relation to this various positive impacts of leadership style on culture and
behaviour are mentioned in the report.
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Task 1: Types of Change
Change management is simply an approach that brings transition in
individuals, organizations and teams from present situation to desired state.
Type of changes in an organization is as follows.
1. Structural change- Under structural change firm brings changes in
its organization structure. Change in structure of the firm brings
changes in chain of command, hierarchy and management system.
Firms needs to bring these changes in such a way that is acceptable
by everyone employee that is working in an organization.
Implementing changes against desire of the employees may affect firm
performance and efficiency level.
2. Strategic changes- It refers to the changes that are done by the top
management on firm goals, objective, mission and vision statement.
Before making any changes in all these things top management must
also carry out detail discussion with its employees. They are important
stakeholder of the firm and can give valuable suggestion to the top
management. This will also bring solidarity in employee and
management relationship.
3. People changes- It refers to changes in employees performance,
skills and behaviour at an individual level. Improvement in employee
performance is beneficial for both employer and employees. Therefore,
management must conduct training programmes time to time within a
year.
Change management refers to developing and managing changes in the
business. NT moulding is currently focusing on injection moulding of medical
devices in which a particular shape is given to the medical devices. Today,
micro moulding has emerged as a best solution for the producer of medical
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devices. This technology allows doctors to perform operations by minimising
aggressive procedures. When Mr Jeremy Back was CEO of NT mouldings
there are lot of problems in the company like there was lack of quality
compliance, errors in raw material traceability and contravention of clean
room procedures. As a result firm was not able to perform its operations
properly. Moreover, NT mouldings want to develop new micro- moulding
technology that will replace use of metal staples and sutures (Burnes, 2003).
In order to develop this technology it was imperative to comply with quality
standards in facilities and to use right quality of raw material for producing
drugs. In order to make improvement in all these things and developing new
micro-modular technology Mr Mark Timms was hired by the NT mouldings.
The model that Mr Mark Timms can follow for this purpose is Kotter 8 step
change model.
1. Increase the urgency of change- As mentioned above that Mr Mark
Timmy is hired to make changes or improvements on the factors on
which company is not performing well. Error in checking quality of raw
material and several other factors to large extent affects performance
and efficiency level of NT moulding. Other than this he is also hired to
give guidance regarding development of micro- modular technology
(Edmonds, 2011). Currently doctors are using metal staples for
performing operations. By using equipments that are developed by
using this technology doctors can easily perform their operations.
Hence in future firm profitability will increase.
2. Build a team dedicated to change- In order to boost development
of Micro-modular technology new CEO will develop team of dedicated
scientists that will enthusiastically work on NT modular project.
Presence of dedicated employees in research team is imperative for NT
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moulding because such kind of employees enthusiastically work on
research project and possibility of achievement of desired results also
increases.
3. Create the vision for change- A vision statement will be prepared
by the top managers of NT moulding and same will be communicated
to the R&D team. Vision statement will indicate the expectations that
top management have from its scientists (Shanley, 2007). This
statement will therefore give guidance to the members of research
team regarding initiation and implementation of project activities.
4. Communicate the need for change- Top managers will
communicate need for change to the research team. Through this
communication team members will came to know about changes that
they needs to make on their technology development project (Belak,
2010). CEO needs to establish effective communication between him
and research team. So that he get update about developments on the
project on time and give further guidance to the research team
members.
5. Empower staff with ability to change- In order to develop best
technology top management will give free hands to its R&D team. Due
to freedom in conducting experiments researchers will learn lot of new
things. This will help researchers in developing a technology on time
and as per requirement.
6. Create short term goals- Project will be developed in several parts
and time will be determined to complete each and every activity of the
project. A deadline for completion of these activities will be determined
for short term. This will help in completing project on predetermine
time frame.
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7. Stay persistent- No changes will be made on determined short term
goals even if it seems that it is difficult to complete activities on time.
If changes will be made then researchers may take deadlines very
lightly (Ho, 2011). In order to prevent this situation it will be better to
avoid changes in short term goals.
8. Made the changes permanent- After performing all these steps
changes will be made permanent for the protect that were determined
and communicated by top managers to R&D cell employees.
Lewins change management model

This change management model was created in 1950 by Lewin. This
model states that most of the people like to operate in their safety domain.
He propose a model that can be use to eliminate such resistance from
change.
1. Unfreeze- Most of the people resist any change that a firm wants to
implement in its business premises. In order to remove this resistance
some motivation must be given to the employees by the top
management. This top large extent may reduce their resistance level.
2. Transition- After eliminating employees resistance changes are
implemented by the mangers at the ground level. In order to
successfully implement changes managers needs to give good
leadership and assurance that new changes will not adversely affects
employees interest.
3. Refreezes- After successful implementation of changes employees
follow new guidelines or follow whatever new managers implement in
the business organization.
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ADKAR model of change management
This model sates that in order to remove resistance to change from
employees side at the place of directly attempting to implement change at
workplace firms must create awareness among employees regarding
changes that managers wants to implement. After creating awareness desire
must be created among employees regarding implementation of change at
workplace. Along with this managers must also communicate the way in
which changes will be implemented by them. On the other hand
management will develop its ability to implement proposed change in an
organization. After getting employees acceptance changes will be reinforce
by managers in an organization. Consequently, changes will be implemented
with the consent of each and every group of an organization.
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Task 2: Impact of Change in Leadership Style on Behaviour
and Culture of Employees at NT Mouldings
Mr Mark Timmy adopt contingency leadership style in which he instead
of following particular leadership style is giving contingency leadership to the
employees working under him.
Following are impact of changes in behaviour of employees at workplace.
1. Motivation- As mentioned above CEO is following contingency
leadership style. Therefore, when any employee gives good
performance on his job Mark Timmy appreciate his work. This
motivates employees to work hard and achieve their goals on time.
2. Extra efforts- Mark Timmy give free hands to the employees that
works in R&D team. As a result members of R&D team are giving their
extra efforts in micro-modular project of NT moulding.
3. Perform task on time- Mark Timmy is continuously monitoring
performance of his employees and is taking strict action against those
employees that are not working well or perform their actions at a very
slow pace. In order to avoid strict action from the CEO employees are
performing their task on time and in efficient and effective manner.
4. Remain in discipline- Due to both autocratic and democratic
leadership style of NT mouldings all employees are working in
disciplined manner and do not waste their valuable time in talking
worthless talks with each other (Leadership styles and their impact on
employees productivity. 2013). This enhanced employees productivity
and due to discipline now employees are able to give proper attention
on their working activities.
Organization culture is a system in which management determines
values, assumptions and beliefs that will be shared by employees with each
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other. These values and assumptions acts code of conduct for the employees
and make them clear the behaviour that management expects from them at
workplace. Big changes can be brought in an organisation by altering
organization culture. If value system of an organisation is changed then big
changes can be bring in an organization. Suppose, in organization there is a
rule that discrimination on the basis of caste, creed and religion is prohibited.
But same thing may be on paper. Due to this reason there may
dissatisfaction among employees. If management change its value system
and make a rule that if discrimination happens further then strict action will
be taken against culprit. Then such things can be stopped in an organization
and change can be implemented effectively. On the basis of this example it
can be said that organisation culture and change management are closely
interlinked to each other.
Impact of change in leadership style on company culture

1. Decision making- Previous CEO was completely following military
style in the company. But Mark Timmy is giving its employees an
opportunity to participate in firm decision making process. As a result,
now employees are feeling freedom and value in an organization.
2. Communication improvement- Due to freedom in decision making
communication between management and employees is improved.
Due to improved communication managers are receiving valuable
ideas from their subordinates (The effects of leadership style on
organization. 2015). Suitable ideas are implemented by the managers
for benefit of an organization.
3. Skills- CEO gives free hands to scientists and scientists performing
lots of new experiments. From these experiments they learn lot of
things. This enhanced skills of members of R&D team. This finally
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benefits an organization and increase probability that project will
achieve desired results within defined time period.
4. Employer and employees liaison- Change in leadership affects
relationship between employer and employees. If new leader of an
organization believes in following democratic style close of relationship
between employer and employees will certainly enhanced.
5. Change in vaTask 3 Reasons of Resistance from the Employees
on Firm Micro-Moulding Project
6. lue system- With change in leadership style value system of firm also
changes. Value system simply indicates behaviour that is acceptable
and not acceptable by the management of the firm. With change in
leadership style value system of an organization also change. In other
words it can be said that with change in value system organization
culture also change.
Mark Zukerberg is a co-founder of facebook and he believes in giving
congenial working environment to its employees. He gives freedom to its
employees regarding project selection. Like other companies he is not
imposing or assigned projects to its employees at his discretion. Mark
Zukerberg is following clan culture in which family environment is given to
the employees and emphasis is given on consensus common sharing of
goals and values. This is the reason due to which Mark Zukerberg achieve lot
of success in his business. Jeremy Corbyn is a political leader and he is
known for giving effective leadership to his supporters. He follows
democratic leadership style and carefully listens and analyse that
suggestions that are given to him by those who work with him He quickly
make him adaptable to change in surrounding environment. He is following
adhocracies corporate culture model which states that leaders must make
takes steps according to change in scenario. They must not stick to
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particular thing even situation is changed. If both leadership styles is
analysed then it can be said that both person leadership style bring positive
change in an organization culture. Mark Zukerberg by giving friendly
environment motivates its employees to work hard on the project that they
select themselves. On the other hand Jeremy takes his steps as per demand
of situation. Therefore, he work in such a manner that does not tarnish his
relationship with those who working with him. This also helps in maintaining
congenial working environment at the workplace.
Task 3: Reasons of Resistance from the Employees on Firm

Micro-Moulding Project
Managers of NT mouldings are not relying on Mr Mark Timmy because
over past few years many CEO leave their post in respective organization
due to their inability to handle firm operations. Therefore, managers are not
showing their confidence on Mark Timmy and they are resisting
implementation of their new CEO decisions. Some of the areas where
mangers are resisting are as follows.
1. Analysis of market place- In medical industry equipment developed
by giant companies get an early acceptance. NT moulding is a small
company and it is developing a Micro-moulding technology. The
problem that it will face in getting clearance of moulded equipment
from the recognised body of authority like USFDA etc. If product is not
getting acceptance from the domestic and international authorities
then entire investment of NT mouldings will be wasted and it will
certainly affects firm economic health. So managers are abstaining
from giving their support to the project.
2. Poor relationship between management and employees- In
many organisations there is a poor relationship between management
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and employees. Due to this reason rivalry comes in existence
between managers and employees. As a result, whenever,
management wants to bring any change in an organisation employees
start opposing that change. This happened due to negative image of
management in the eyes of the employees. Management needs to take
steps in order to make warm relationship with the employees.
3. Viability of project- NT moulding has a very small research team
other than this it is also small in size. So it is possible that completion
of project takes long duration than expected time period because
getting desired result on project requires a large amount of intellectual
capital in R&D team. There is a lack of intellectual capital therefore
time period for project may extend. Therefore, firm may need a huge
amount of capital for making investment in its project. Other than this,
there is no guarantee that it will successfully complete its project.
Therefore, viability of project is questioned by the managers.
4. Lack of reliability- Employees do not trust on managers and due to
these reason employees does not rely on managers statement. Even
managers communicate changes and make sure employees that
change that they intends to implement will not negatively affect them.
Then also employees do not rely on managers. Hence, management
needs to take some measures that bridges gap between them and
employees.
5. Wrong actions of managers- Many times managers take wrong
actions and they implement it without discussing with employees. As a
result, employees feel that they are cheated. Due to this reason they
do not trust of management. Hence, managers face a lot of difficulties
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in implementing a change in an organisation. Thus, management at
least one time must gather information about view points of
employees on specific issue and then must move forward.
6. Process- Other than above factors managers also dissatisfied on the
process that is followed to start the project. Before starting any project
some preliminary preparations are done by the leaders and top
management. But managers think that there is an error in project
initiating and implementation process and CEO is not paying his
attention on those errors. Due to these errors project will start in wrong
manner and firm may need to make improvement in that
aforementioned process. In other words it can be said that firm have to
bear cost of making improvement in entire process. Therefore,
managers are not cooperating with R&D team.
Every organization brings changes in its business and way in which it
operates. With increase in size and level of operations of the business firms
face lot of problems and complexities inside and outside the workplace. In
order to ease these complexities and to perform operations smoothly
organisation needs to bring changes in its premises. These changes may be
related to the employees or an organization depends on situation.
Introduction of new things like developing IT infrastructure and using
software's and providing training to the employees in this regard certainly
reduce complexity in the business operations. This is the reason due to
which most of the firms irrespective of their size steadily bring changes in
their organization.
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Kotter and Schlesinger model on resistance to change
1. Education and communication- This model states that managers at

place of imposing changes on employees must communicate change
that top management desired to enforce in an organization.
2. Participation and involvement- After communicating proposed
changes managers must carry out detail discussion on attitude of
employees towards introduction of proposed changes in the
organization. This will help managers in reducing their resistance to
change.
3. Facilitation and support- If employees have fear about proposed
changes management must take some initiatives that provide support
to the employees and reduce their anxiety regarding changes that
managers want to introduce in the firm.
4. Negotiation and agreement- After implementing supportive efforts
managers must carry out discussion with employees in order to get
information about success of failure of aforesaid initiatives.
5. Manipulation- If above efforts get failed in such a case managers
must use some tactics in order to get approval from the employees.
6. Coercion-If manipulation not gets success then last effort that
managers can use is implementing proposed changes forcefully at
ground level.
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Task 4: Ethical Behaviour of R&D Team
R&D development projects act as milestones in company success
because on basis of these projects firms develop new products and increase
their customer base at a fast pace. Therefore, it is ethical duty of R&D team
to keep project information secret and give updates regarding development
in project time to time. Other than this it is also ethical responsibility of
researchers team not to share product formulae with rival firms. In many
countries it has been seen that for some monetary gain researchers sell
company technology development details to the rival firms. As a result, rival
firms also start its research projects on same things and due to receiving
data from other company researcher they get foundation base for initiating
their research project (Dalakoura, 2010). If during research if there is chance
of happening of any unfortunate event then they must adopt adequate
measures in order to control harmful impact of the experiment. In case study
it is stated that in case of any unfavourable information employees abstain
from communicating that event to CEO. This is unethical practice from
business point of view. CEO has a right to know about positive and negative
events happening in an organization. It is ethical responsibility of employees
to communicate such issues to the managers in order to make that impact of
unfortunate event will be controlled on time. Managers by making available
resources and using knowledge can curb negative impact of that unfortunate
event. Hence, it can be said that employees needs to stop performing such
unethical practices at the workplace. In case study, it is further stated that
quality maintenance rules were clearly not followed and there was error in
raw material traceability. Hence, this again indicate employees involvement
in unethical practices and management comes to know about these
malpractices very late. Due to such unethical practices patients may face
health related issues after treatment. This ultimately may lead to loss of life
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which may be big crime from ethics point of view. Thus, management needs
to take strict action in order to make sure that such mistakes will not be
committed again. In order curb such unethical practices several models or
theories are prepared that determine ethical behaviour of an individual.
These theories lay down ethical standards for an individual person. Some of
these theories are as follows.
1. Utilitarian ethical theory- This theory was developed in eighteenth
century by Jeremy Bentham. This theory looks behind self-interest. This
theory states that an individual must not only attempt to fulfil his self-
interest but he must also attempt to fulfil other needs. This theory
states put a lot of emphasis on consequences that comes in existence
due to performance of actions. In terms of research this theory clearly
states that researchers are an integral part of an organization and
receive remuneration for work they do in an organization (Carrigan and
Attalla, 2001). So they must think about interests of the company for
which they word and must abstain from involving in any malpractices
in relation to research activities.
2. Virtue based ethical theory- This theory is different from other
ethical theories. Like other theories it does not determine standards on
the basis of which particular behaviour can be regarded ethical or
unethical. This theory states that right thing must be done at right
place on right time. This theory states that many time we take some
actions that seems to put negative impact but same action can give lot
of positive results in long term.
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Task 5: Leadership Approaches used to support Successful
Change in Management
Leadership always play an important role in bringing and managing
changes in the organization. There are lot of example in this regard like
Steve jobs the co-founder of Apple. This happen because change is central
activity of an organization that plays an important role in success or failure
of the business. Therefore leadership plays an important role in
implementing changes in an organization. Hence, there is a very high
relevance of quality of leadership and management of changes in the firm. In
order to identify and successfully implementing changes that put a positive
impact on business some of the approaches that Mr Mark Timmy can follow
are as follows.
1. Contingency approach In an organization lot of employees work
and each of them is different in nature, attitude, intelligence, value
system etc. By following particular leadership style it is hard to control
and get positive results from all the employees. Mark Timmy has to
control numerous employees whether they works in R&D cell or
performing operational functions. If he follows democratic style then
lazy employees will think that he has less control power over his
employees (Chapman, Johnson and Kilner, 2014). Consequently some
employees will not perform their functions properly. On the other hand
if he follows autocratic style then he will not receive valuable
suggestions from those officers that are liaison to him and
intellectually are very sound. So this leadership approach tells that a
leader must adopt leadership style as per demand of situation that he
faces in his business. If employees are performing well then he must
appreciate them without wasting a time. But if employees are not
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performing their responsibility on time and in efficient manner then a
leader must take strict action without considering front person age and
experience.
2. Relational approach- This approach states that managers must
maintain good relationship with the employees working around them.
For this purpose manager must establish communication with the
employees time to time. By following this approach Mark Timmy will
easily and directly receive information from members of R&D team. No
project succeeds by making single changes in its process. With
passage of time new complications and hindrances comes in existence
in life cycle of the project (Janson and McQueen, 2007). In such a
situation if Mark Timmy will have good relationship with membranes of
R&D team he will receive valuable suggestions from them.
Leadership development model
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This model states that an individual to become a leader of any group or
community must know himself in proper manner. He must know about his
capabilities, strengths and weakness. By improving weakness and using
strengths in proper manner a person can become successful leader in his life.
In order to give effective leadership an individual must have good
communication skills and must be able to coordinate the efforts and work
done by the team members. If a person is a leader of community then he
must be able to adjust with the people that belong to diverse communities.
All these things help an individual in presenting himself as a leader of a
group. A leader by using aforementioned skills can bring revolutionary
change in an organization. Mark Zukerberg and Steve jobs are one of them.
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Transitional leadership model
This model like aforementioned model state that an individual must first
explore himself and must introduce an improvement on its weakness or must
convert same in to its core strength. This model stresses on developing good
relationship with all persons that working with a leader. This is because
leader is person that takes all his stakeholders together he does not make
any sort of difference between them. By following all these things a leader
can easily implement big changes at the workplace.
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CONCLUSION
On the basis of above discussion it is concluded that change plays a
vital role in growth of an organization. Changes in an organization bring it on
track of growth. There are any challenges that organization face in bringing
changes at the workplace. Bur it needs to win confidence of the employees.
Managers needs to take some of the steps in order make employees rely on
their business. Only by doing this changes can be implemented in easy way
in an organization without any resistance. Managers of NT moulding have
some concerns over the project viability in long term. Therefore, they are not
cooperating with Mark Timms. By doing detail discussion this conflict can be
solved between managers and CEO. Mangers must always follow
contingency approach for giving good leadership to their subordinates
because employees are different from each other on various parameters.
Therefore, particular style may be good for someone but same may be bad
from other point of view. So managers must follow contingency leadership in
management of an organization in order to justify with each and every
employee of an organization. Further, firm must enrol loyal researchers in its
most important projects so that competing company project remain secret
and far from knowledge of rival firms. Leadership play a very important role
in influencing changes in an organization. In order to introduce big changes
in an organization it is imperative that leaders must be visionary in nature.
There are many companies that in few years become leading players in
relevant industry. On the other hand there are some companies that are
operating in an industry for many years but no one knows their name. Every
organization brings changes in its business but those firms that have
visionary leadership successfully bring changes in their business practices
that change shape of their business model. So leadership to large extent
affects changes in an organization.
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REFERENCES
Books & Journals
Belak, J., 2010. Requisitely holistic ethics planning as precondition for
enterprise ethical behaviour. Kybernetes.
Burnes, B., 2003. Managing change and changing managers from ABC to
XYZ. Journal of Management Development .
Carrigan, M. and Attalla, A., 2001. The myth of the ethical consumer do
ethics matter in purchase behaviour?. Journal of Consumer Marketing.
Chapman, L. A, Johnson, D. and Kilner, K., 2014. Leadership styles used

by senior medical leaders: Patterns, influences and implications for
leadership development. Leadership in Health Services.
Dalakoura, A., 2010. Differentiating leader and leadership development:

A collective framework for leadership development. Journal of
Management Development.
Edmonds, J., 2011. Managing successful change. Industrial and

Commercial Training.
Online
Leadership styles and their impact on employees productivity.

2013.[Online]. Available through: <
http://nairaproject.com/projects/521.html>.
The effects of leadership style on organization. 2015. [Online]. Available

through: < http://smallbusiness.chron.com/effects-leadership-styles-
organization-10387.html>.
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CHANGE

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Lewins change management model

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Impact of change in leadership style on company culture

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Task 3: Reasons of Resistance from the Employees on Firm

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1. Education and communication- This model states that managers at

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Leadership development model

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Chapman, L. A, Johnson, D. and Kilner, K., 2014. Leadership styles used

Dalakoura, A., 2010. Differentiating leader and leadership development:

Edmonds, J., 2011. Managing successful change. Industrial and

Leadership styles and their impact on employees productivity.

The effects of leadership style on organization. 2015. [Online]. Available

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