L/616/1805 Organizational System Unit 21 HND in Hospitality Management

TASK 1

P1 Impact of change in different organization’s strategies and operation by making a comparison with its competitor

Today in fast developing world, many organizations are working in different-different sector to earn money. All have their own way to deal with situations arise within business environment. These situations are raised due to innovation, technological development, economical fluctuations, taxation policies and more (Anderson, 2016). It demands a firm to create modifications in organizational system so that new products or services are manufactured. Therefore, to add value in existing goods or manufacture new ones, employers are needed to analyze whole situations first i.e. in which part modifications are necessary. Further, after proper evaluation, they should make an appropriate action plan which describes the whole procedure of changes including strategies, tools and techniques etc. All these things help in moving business from national to international level and bring higher achievement in enterprises so that all objectives and goals are accomplished in a short period of interval.

As create modifications within working environment is beneficial for growth of business but it involves various types of risks also. It may impact on whole organization either in positive or negative way. Therefore, it is necessary for managers of an industry to analyze latest trend of market and demand of customers so that changes can be done as per their requirement. As per present scenario, Talent Plus is a small enterprise which deals in consultancy business in UK. It provides workers in other industries according to job requirement by conducting various recruitment and selection procedures (Hillson and Murray-Webster, 2017). But due to sustainable economic condition of country, many new ventures are launching business in same field in fast manner. It impacts on profitability and productivity of this firm so, to make its position tight in marketplace and give a tough competition to rivals like Deliotte. It needs to create changes in technologies and part of work on regular interval of time so that growth of business can maintain. In order to know how changes impact on functions of Talent Plus and its competitor Deloitte, a comparison has been shown in following table:-

Strategy: In order to bring changes in business environment, it is essential for Talent Plus to formulate strategies and policies in a proper manner. But before building the same, managers should measure impact of changes as well as techniques used in system so that negative effect of alterations can be reduced. Through proper plan, they can convince stakeholders to make investment in new project which will be helpful for operating entire activities in a proper way. Operations: After building proper strategies, it is required for managers to implement the same into workforce in an appropriate manner (Lawrence, 2015). They should influence workers to accept changes and work accordingly so that new projects can be completed on time. In addition to this, it is essential for them to provide necessary training to employees so that they become able to work with new system in a proper manner.

TASK 2

P2 External and internal drivers of change that can have an effect on leadership, team and individual behavior within organization

Managers are the main important part of an organization who takes entire responsibilities to manage workplace in a proper manner. In addition to this, they conduct various activities in order to analyze trends of marketplace and create modifications in business structure accordingly (Doppelt, 2017). In contest with Talent Plus, its managers and leaders plays an effective role in measuring the drivers of change which can be stated as:-

Customer led drivers: This type of key driver of change, states that a firm needs to bring changes in working system and part of organization so that demand of customers can be satisfied in higher manner. Here, customers of Talent Plus are industries of UK, therefore, it is necessary for this firm to bring modification in system for provide high talented workers in their workplace.

Technology led drivers: Due to rapid change in technology, it is necessary for managers of this company to bring latest techniques in system. It would help in providing better services to other companies in a profitable manner.

Competitor led drivers: As per current scenario, government has provided their support to various entrepreneurs to launch business easily (Fragouli and Ibidapo, 2015). So, it arise competition for existing firms like Talent Plus. Therefore, it is necessary for managers to formulate new strategies in order to reduce impact of completion on its business and run organization in a profitable manner.

SWOT Analysis of Talent Plus:

Impact of changes on leadership, team and individual behavior of Talent Plus

P3 Evaluation of measures used to reduce negative impact of change on behavior of an organization

Every change in working environment whether small or large, impacts on business in both positive and negative manner. So, it is necessary to managers and leaders to take some initiatives and policies through which negative impact of change can be reduced (Lloyd, Boer and Voelpel, 2017). In context with Talent Plus, they can use following techniques to manage workforce and entire activities in proper way so that changes can be brought in positive manner.

Creation of Pathway: Before bring alteration in business structure, it is amendable for managers and leaders of Talent Plus to make proper action plan first. It includes entire activities along with roles and responsibilities of each employee for completing the new project. This would help workers to understand new goals and objectives of this company.

Explain about the Plans: After formulate plan and strategies to implement the same within working organization, it is necessary for managers to organize conference meeting in to explain about new plans and policies to workers in a proper way. They should inform workers about changes in system and take their feedback for the same. So that employees can accept the same and do work accordingly.

Bruke Litwin Model: This approach is considered as the most beneficial approach used by HR of enterprises in a large manner. Through this theory they can understand need of employees in a particular task and provide them facilities so that they can work in an effective manner. It shows various drivers of change and measure necessities of them in order to see which one is essential to adopt in business (Jones and Harris, 2014). This theory includes important elements like external environment, mission and strategy, leadership etc. In context with Talent Plus, it can be explained as beneath:-

• External environment: It includes factors like political, social, environmental, business ethics, competitors and more. All are these elements assist Talent Plus to bring modifications in existing techniques so that high outcomes can be obtained.
• Mission and Strategy: Mission of a company articulates the reason for its existence in marketplace. Through proper understanding this statement, managers of a company can formulate strategies accordingly. Therefore, the main mission of Talent Plus, “Provide best candidates in Industries”. For this assistance, its employers have built various strategies and policies to complete the same.
• Leadership: For completing this mission, it is necessary for managers are required to adopt various leadership styles like Democratic, Autocratic and more. It will help in influencing workers towards goals of business and leads them in proper way.

Measures to reduce negative impact:

• Provide information in advance: It is a duty of managers in a company to provide complete information about changes to employees before applying in organizational system. They should organize conference meeting and made a discussion to workers about what type of modification will be done in office with benefits and drawbacks of the same. It will help in getting positive response of them towards changes.
• Encourage Participants: In order to reduce resistance of employees about changes, leaders and managers can invite employees in decision making process. Through this, they can take feedback of workers and know their opinion which helps in creating changes in a proper manner.
• Make necessary changes only: Employers are needed to determine necessities of changes before done in premises. They should make a proper research of new trends in market area, demands of customers and more. After than make a proper analysis of need of modification, merits and demerits etc. so that changes can be done in proper manner.
• Provide Counseling: In order to turn negative impact into positive one, employers are needed to hire professional counselors in organizational place. Counselors can give counseling to workers so that they can understand requirement of changes and adopt in a positive way.

TASK 3

P4 Different barriers for change and how it influence leadership and decision making in Talent Plus

Changes are necessary within business structure for completing desires of customers in a proper way as per their requirement. But it arise various issues in organization which act as barriers in attainment of objectives and goals of enterprise (Hillson and Murray-Webster, 2017). As per current scenario, due to increase in number of competitors, this firm needs to do some modifications in working system like adopt latest technology, recruit employees of diverge culture and more. So, to make collaboration of all alterations with each other arise various complexities in system. These situations bring down morale of employees and they start to switch over from job. Therefore, all these problems interrupt leaders and mangers in taking decisions on important concept of business. Therefore, in order to resolve such issues which act as barriers in creating changes, managers of Talent Plus deals in following manner:-

Perception of self efficiency and resistance to change: For increasing growth of company, it is necessary for employers to create modifications in business structure and organizational system on continuous basis. But to implement it successfully is a major task for managers of a company. Changes mostly affect employees in their part of working (Fullan, 2014). Therefore, sometime they resist for acceptance of alterations. So, managers are required to adopt various leadership and managerial approaches in order to influence workers to work on new system. They should include workers in every type of decisions and communicate with them in a proper way. For this process, they should organize conferences for initiating changes rather than imposing. In addition to this, distribute roles and responsibilities to each employee as per skills and capabilities.

Force field analysis: This theory was formulated by Kurt Lewin and based on change management. It gives five phases for encourage workers in accepting changes. This would help leaders and managers to take proper decisions in business operations. These phases can be explained as:-

• Phase 1: It is an initial stage, under which managers are needed to use proper tools and techniques in order to analyze market situation first. Through this, they can measure the need of changes as well as in which area of operation modification is necessary. The main reason behind any change in business is to improve image of company in marketplace and attract minds of customers so that sales can be increased in a profitable manner.
• Phase 2: Every change in enterprise includes some type of risk in it. So, this phase has shown risks involved in initiating a change (Komives, 2016). In addition to this, by measuring this managers can determine strategies which help in reducing the same.
• Phase 3: In this phase, finally managers identify in which area they need to make modifications as well as how to create the same.
• Phase 4: Under this stage, superiors can make action plans in a proper way which includes entire procedure of alteration in a gradual manner.
• Phase 5: This is the final step, in which managers can determine effectiveness of current strategy as well as can make changes accordingly which will give benefits for future context.

Situational resistance to change: Under this approach, managers are ensured whether certain type of task has completed in given interval of time or not. If it hasn’t done in proper manner than they will make changes in system so that workers can attain objectives of task as per requirement.

Some more barriers in change:

• Lack of money: For creating any modification as well as introduce new technology in organization requires a lot of amount. So, lack of capital is taken as biggest barrier in making alteration. Therefore, managers of Talent Plus are needed to make proper arrangement of fund so that this type of barrier can be reduced.
• Lack of skills: When new technique is introduced in premises then it requires proper skills and knowledge in employees to work on that. Therefore, if workers are less skilled then it will also interrupt in bringing changes properly.
• Absence of proper action plan: Management of Talent Plus are needed to formulate a proper plan before make changes directly. It includes whole procedure of changes, activities and more. But, if plan is not properly made then it will also interrupt modification.

TASK 4

P5 Various leadership approaches to deal with the changes in Talent Plus

Leaders and managers are the big components of a company who play major role in getting right work from employees and managed them in a proper way (Alavi and Gill, 2017). They monitor performance of workers on individual level and provide them basic facilities so that can become to work as per requirement of organization. Due to changes of marketplace, employers are needed to create modifications in working environment. So, it arise various problems are within enterprise depend on size and scope of business. Therefore, to deal with these issues, managers and leaders adopt several approaches of leadership in order to motivate employees to adopt changes and work accordingly. In context with Talent Plus, its management has seen that workers can be influences by four main effective ways as given in Hershey Blanchard Model. According to this model, leadership style is depended on the type of task assigned to workers. Some leadership style has described below which is mentioned under this model are:-

• Directing: In this style, leaders are needed to describe roles and responsibilities of each employee in a common task in a proper way (Van der Voet, Kuipers and Groeneveld, 2015). Along with this, make aware to them about objectives and goals of current business so that they can understand the same and work accordingly.
• Coaching: Using this style of leadership, managers used to make better communication with all people who are associated with business. It gives two way of communication in which managers convince employees to adopt change and they provide their contribution to employers in achieving goals of business in a success manner.
• Supporting: This style of leadership reflects that leaders used to make collaboration with employees and take their feedback in all changes so that better decision can be taken for modifications. Thus, it is useful in generating feeling of equality among workers.
• Delegating: Under this style, leaders use to assign work to all employees as per their skills and abilities. Along with this, they keep an eye on performances of them in order to evaluate strengths and weaknesses of them accordingly (Fragouli and Ibidapo, 2015). Further, they provide necessary training to them so that they can reduce weaknesses and work in proper manner.

Therefore, all these styles of leadership prove that managers of Talent Plus have response towards changes of marketplace in an effective manner. These leader’s style help in managing workers and convince them to adopt changes and work accordingly through they can gain success of business in a proper way.

Leadership styles: There are various type of leadership styles like autocratic, democratic and laissez faire etc. Autocratic style of leadership is also known as 'Leader-centered style' in which leaders are used to imposed employees to follow their rules without taking any suggestion of them. They take all authorities in a company to get right work of workers by strictly supervision. Thus, it is helpful in making quick decisions but it arise various type of issues like conflicts, heavy labor turnover and more. While in democratic style of leadership, leaders are used to redistribute the power and authorities among all employees as well as taken their participation in decision-making activities also. This style is effective as includes three most valuable features like distribution of power, empowering people at workplace, inviting participation of workers in decision-making procedures. But this style proves ineffective in case of certain situation in which leaders themselves play an important role in providing direction to employees. Laiseez-faire leadership is taken as most delegated style in which power has given to all employees on individual basis to take own decision in completing a task. The best advantage of this method is empowering team members but if workers are not so skilled and talented than arise various problems also.

For example: When leaders of a company used to force employees to accept changes and work accordingly without providing proper information to them then this type of style is known as autocratic style. While if they make proper discussion with staff members, take their proper feedback and enroll them in decision making so it will reflect democratic style. In case of laiseez faire, employees are free to work in own manner as company needs result only.

Thus, from all these type of styles managers and leaders of Talent Plus are needed to adopt democratic style as it will help in getting positive response of employees towards changes. It will help in obtaining better outcomes.

Conclusion

Under this assignment it has studied that for an organization it is very necessary to create changes in business environment on regular basis. It would help in running business successfully as well as better outcomes can be obtained. But for attainment of this, managers are needed to lead employees in a proper way as they are the most valuable assets for a firm as without contribution of them a firm cannot attains its objectives. So, this report has summarized all procedure needs to lead changes within working organization in a required manner.

Recommendation

From the above assignment, it has been recommended that in order to gain competitive advantage and gain sustainability in market area, a company like Talent Plus needs to make continuous change in organizational system. They should adopt new and innovative technologies in working place which helps in providing best people to other companies by recruitment and selection procedure. Along with this, they should make a proper discussion with employees, inform them about changes and its requirement. It will help in getting positive reply of them and reduce chance of resistance.

References

• Alavi, S. B. and Gill, C., 2017. Leading change authentically: How authentic leaders influence follower responses to complex change. Journal of Leadership & Organizational Studies. 24(2). pp.157-171.
• Anderson, D. L., 2016. Organization development: The process of leading organizational change. Sage Publications.
• Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge.
• Fragouli, E. and Ibidapo, B., 2015. Leading in crisis: Leading organizational change & business development. International Journal of Information, Business and Management. 7(3). p.71.
• Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John Wiley & Sons.
• Gupta, P., 2011. Leading innovation change-The Kotter way. International Journal of Innovation Science. 3(3). pp.141-150.
• Hillson, D. and Murray-Webster, R., 2017. Understanding and managing risk attitude. Routledge.
• Jones, M. and Harris, A., 2014. Principals leading successful organizational change: Building social capital through disciplined professional collaboration. Journal of Organizational Change Management. 27(3). pp.473-485.

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