BSc BSM 12 Individual Assignment

CARDIFF METROPOLITAN UNIVERSITY

B.Sc. (HONS) BUSINESS AND MANAGEMENT STUDIES

INDIVIDUAL REPORT

Change Leadership 1
BSc BSM 12 Individual Assignment

Learner declaration

I certify that the work submitted for this assignment is my own and research sources are
fully acknowledged.

Student signature: Date:

Marks awarded

First assessor

Second assessor

Agreed grade

IV Signature Date

Assignment Feedback

First assessor feedback

Change Leadership 2
BSc BSM 12 Individual Assignment

Assessors name & Date

signature

Second assessor feedback

Assessors name &

signature

Change Leadership 3
 Table of Contents
Acknowledgement................................................................................................................................4

Task 1...................................................................................................................................................6

Introduction.........................................................................................................................................6

Types of Changes in Keels Super.......................................................................................................7

1. Strategic Changes....................................................................................................................7

2. Process Changes.......................................................................................................................7

3. Transformational Changes.....................................................................................................7

Task 2...................................................................................................................................................8

Barriers to Managing Change and How to Overcome Them!.........................................................8

1. Barriers That an Organization Must Change While Implementing Change......................8

2. How To Overcome The Barriers............................................................................................9

Task 3.................................................................................................................................................11

Theories of Change Management.....................................................................................................11

The McKinsey 7-S model..............................................................................................................12

Lewin’s Change Management Model...........................................................................................16

Conclusion..........................................................................................................................................18

References..........................................................................................................................................18
BSc BSM 12 Individual Assignment

Task 1

Introduction

Keells, which operates as Jaykay Marketing Services (Pvt) Ltd., is in fact a supermarket
chain in Sri Lanka, owned by the John Keells Group and one of the largest listed companies
in the country. In fact, it is one of the three largest supermarket operators in Sri Lanka. Keells
opened its first store in Liberty Plaza in 1991, promising to literally deliver the latest products
to Sri Lankan customers, which is important in many cases. As a subsidiary of the John
Keells Group, it operates 106 supermarkets across the country and is adequate. Keells has
won numerous awards for its work in improving the quality of life of its customers, with the
primary mission of "improving the quality of life of the nation”.

For this position, I have chosen organization is primarily Keells Supermarket Company,
which is really important. Keells Super is a chain of supermarkets in Sri Lanka owned by
John Keells Holdings. It is one of the three largest retailers in the island.

Vision - Internationally recognized as one of the best manufacturer brokers in the world,
which is especially important.

Mission - In fact, it maintains the leading broker position in Sri Lanka in the sale of tea and
rubber; Preservation of the traditions and ethics of the tea and rubber trade; Provide superior
customer service through dedicated and motivated employees.

Change Leadership 1
BSc BSM 12 Individual Assignment

Types of Changes in Keels Super

In particular, change is a kind of core process within the organization that is used primarily as
a process of adapting to new markets and various new technologies, as well as a strategy for
seriously overcoming competitive challenges.

1. Strategic Changes

This refers to changes made in objectives, strategies, and mission institution. They
asked an important question when considering Keells Changing basic business
approaches. They made strategic changes Consider the basics of the business and
these changes were made by insertion Areas such as the products and services they
are going to offer, changing to the target customer Shares, with their own brand
development and product variations. when Coming to Keells, they have made changes
in appearance Building, using a flat web form, developing their own brand products.

2. Process Changes

This is used to increase employee efficiency and thereby improve the productivity of
the organization. Major changes considered in process changes: How they produce
products and how they work on a daily basis Uses, application of system resistance
applications. To satisfy these features Keells uses a variety of approaches and can be
described as follows. At the time of purchase Fresh vegetables and fruits, they use
natural and organic products on the shelves. So are they opened a fresh juice section
in the supermarket. Transformed into the concept There is also a place where people
can shop in one place Spend your free time in one place. In the process of this
transformation, we can identify several areas in which the supermarket has undergone
significant changes in every sense and purpose.

3. Transformational Changes
Transformational change can be seen as a change in corporate culture Organizations
as a result of changes in their underlying strategies and processes the organization has
been used in the past. A transformational change affects the entire organization and
takes place over a period of time. About the Keells supermarket chain, the
translational difference can be identified in different ways. Visible change It can be
identified due to the transformational changes in the organization structure. The
changes followed by Keells can be identified as a command chain Changes in
structures, administrative procedures, and management systems. more It includes

Change Leadership 2
BSc BSM 12 Individual Assignment

duplication of work, market changes, processes and A change in the policy of the
organization. Structural changes made by Keells: Removal of duplicate departments,
recruitment of new employees, creation of new employees Changes in departments
and business systems, starting to work in the green Concept.

The next step is to identify the changes that have been made to improve employee
productivity, behavior, attitudes, and loyalty. Plus, they really took into account the
employee’s sense of accomplishment, the relationship between subordinates and
managers, and the team’s activities. For the most part, they have activated team-
building activities and made some behavioral changes, so they have literally made
changes in the individual component, which is especially important. To achieve these
features, they largely train employees, giving them the opportunity to explore and
demonstrate these individuals, at least as they literally thought.

Change Leadership 3
BSc BSM 12 Individual Assignment

Task 2

Barriers to Managing Change and How to Overcome Them!

In this section, the barriers to implementing a different management process and how to
overcome them will be discussed in detail, or at least thought so.

1. Barriers That an Organization Must Change While Implementing Change

Barriers Problems Come Up with Poor Change

Management
Misconceptions about change and the impact of Losses in the financial sector.
change.
Negative about changing employees. Decreased productivity and productivity of the
Employees are not involved in the change organization.
process.
When there is bad and inefficient Decreased quality of work.
communication.
When budget resources are in short supply. A waste of time and resources.
Some employees are reluctant to change the Failure to retain staff.
corporate culture.
Management support is lacking in Reducing employee morbidity
implementing the change process in the
organization.
No commitment to change. Reducing employee morbidity
Sometimes organizations have very little This is of interest to the shareholders of the
commitment to change initiatives due to past company.
failures.

2. How to Overcome the Barriers?

A company can take several approaches to overcome obstacles. This Approaches are
discussed in detail in this section. You have to overcome obstacles It is important to
guide staff through change, and you must also communicate with staff Institutional

Change Leadership 4
BSc BSM 12 Individual Assignment

partners on change. Other than that, understanding is important the impact of change
and the need for change. Must have a clear understanding of Employees are at
different levels of the change process and need to take the necessary steps to maintain
them A change in the system. There are several factors that contribute to the correct
change. Management methods of the organization. First, there must be strong
leadership Continuing to improve the habit of making a difference in the organization
Change is a long-term process and resistance to change arises in the process of
change. The usual things. Ways and means of overcoming obstacles are discussed
below details.

 Provide a clear indication of the difference - This way the company can get a senior
manager to accept the difference, they will clearly define their role Changing the
management process. By doing so we can get more participation the process of
managing without resisting change. Also, it can be shown Impact if change
management does not take place within the organization.
 Make managers as change drivers - You should always create managers like that
Changing initiatives. In this way, the organization is able to ensure security
Involvement of change agents. Usually top management is functional the organization
is very talented and motivated. Therefore, making them the driving force of change
Managers of an organization can reap greater benefits from it.
 Contact Senior Management in the Change Management Process - Grant They
can take responsibility for the change process for direct management Participation. In
addition, they can get their contribution and much Smoother.
 Leadership - There must be the right leadership to implement change Management
process. Thanks to this, you can have the right strategy as well as make an impact
People to adapt to different management processes. It should therefore be identified
by the company itself Hire the right leader as you develop the different management
process.

 Lack of Definition of Volume - This problem requires a lot of definition to avoid

clearly. It is also necessary to prioritize the problem and create an appropriate
resource Planning with a clear strategic plan.
Change Leadership 5
BSc BSM 12 Individual Assignment

 Problems That Are Resistant to Change - If this can be overcome Liability to

employees. We will have to make employees part of the change Management process.
Through clear communication and close collaboration Employees can easily win
during the process implementation phase Resistance problems.
 Very Poor Communication Problems - You always need to get the right message to
the right audience in the right way and broadly. In fact, there is a need to get feedback
from employees in a broader sense of the different management process.

Task 3

Theories of Change Management

There are definitely several change managements processes that we can use in the change
management of an organization, which is fairly significant. Use of proper change
management process literally is very important for an organization, which specifically is

Change Leadership 6
BSc BSM 12 Individual Assignment

fairly significant. There for all intents and purposes are 8 very main models that we can use in
the change management as below; in a subtle way.

The 8 main models that can be used in changed management are as follows,

Lewin’s change management model

 The McKinsey 7-S model

 Kotter’s theory

 Nudge theory

 ADKAR

 Bridges’ transition model

 Kübler-Ross’ change curve

 The Satir change management model

The McKinsey 7-S model

Diagram 1 -McKinsey`s 7-S Model

The McKinsey 7-S

model is great for analyzing the integrity of your business rather than supporting in-depth
analysis and meaningful change. If you know you need to change your behavior but do not

Change Leadership 7
BSc BSM 12 Individual Assignment

know what to do, this change management model is for you. By analyzing the following
seven factors in your business and their interactions, you will highlight the changes that need
to be made to create a holistic approach to the business.

Strategy - Strategy should be formal enough to move forward with the purpose. Also the
process should be flexible enough to go along with the changes. There are 4 questions to ask
for under this factor as below

What are your objectives?

What is your strategy to achieve them?

How are you staying competitive?

How can your strategy adapt to the current (and future) situation?

You have to address each question in a specific order.

Structure - This should be simpler and tangible compared to the strategy. Have to check with
the team to get the confirmation on the setup of the structure. In this step we should have the
idea on the below given questions.

How your company is structured (departments, teams, etc.)?

• What is your hierarchy?

• How are your departments organized and managed?

• How are your teams organized and managed?

•How do your individual team members organize themselves?

• Who makes the decisions?

• How are they carried out/passed down?

• How does everyone communicate?

• How often does communication occur?

Change Leadership 8
BSc BSM 12 Individual Assignment

System - These should be a system which can be managed very effectively. Have to measure
the official processes, unofficial shortcuts, rules, and how everything is tracked. Should have
the knowledge on the below points.

•What are the core systems in your business (HR, finance, document management, team
management/meetings, etc)?

• How are these systems and/or processes stored and used?

• How are they updated (and are they up to date)?

• Are these systems accurate (are they being used word-for-word)?

• How do you track and assess the results of these processes?

• Who has access to these systems?

Shared Values - Here it is necessary to consider the values of the company and the company
culture. It is necessary to gather knowledge on the following points.

•What are your core company values?

• What is your company culture?

• What are your teams’ cultures?

• Are they at odds with the company culture?

• Knowing this, how strong are your values?

• How could you strengthen them in practice?

Style - We will have to evaluate the management and leadership aspects of the company. He
should be aware of the following.

•How are your departments and teams managed?

• How active is this management/leadership?

• Is this style effective, and to what extent?

• Do you inspire competition or collaboration?

Change Leadership 9
BSc BSM 12 Individual Assignment

•Staff – in this section have to identify exactly what we expect from the staff. The details
should know are under below given questions.

• What positions do you have filled?

• What skills do they bring to your company?

• Are you lacking a particular skill set?

• Do you need to hire someone?

• If so, who will your next hire be?

Skills - This relates to the current skills of the staff and the future skills they need to do
Growth among employees. Areas to know are listed below.

•Do your employees have the necessary skills to do their job to the desired quality?

• What skills are not present in your company?

• How vital are these missing skills?

• What are the strongest skills across your company/teams?

• How are you assessing these skills?

• What is your company perceived as doing well, and what skills does that reflect on?

By gathering information relevant to the above factors, an organization's 7-S model can be
effectively implemented effectively

Advantages

•Highlights the areas where it needs more attention.

• Make sure that every aspect of your company supports the others

• Can clearly identify the weaknesses of the company.

• Give a strong business plan.

Disadvantages

Change Leadership 10
BSc BSM 12 Individual Assignment

•Suitable for a small organization with few employees.

• Impossible to effectively carry out alone or in a short amount of time

• Have to use extra time

• Have to use extra resources.

• Have to analyze each and every element is the organization.

Lewin’s Change Management Model

Diagram 2 - Steps for the Lewin`s Change Management Process

This particularly is considered as one of the most popular change management models which
basically is definitely consist with three steps as Unfreeze, for the most part Make Changes
and freeze in a subtle way.

Unfreeze

Once you have decided that the process needs to be changed, this is the first step towards that
Consideration. In this process, all phases and potentials need to be analyzed Process
improvements. In this way, common errors exist Processes. It can also refer to future changes

Change Leadership 11
BSc BSM 12 Individual Assignment

and their resistance. changes. To do this, you need to prepare the team and start with the
changes. Request Changes, problems with the current process, future benefits of
implementation This method. In this process, employees can be convinced of the importance
of changing the management process

Change

Once everyone is ready to change all the senses and intentions in general, they should be
fully aware of them through proper training on the process of change, which is really very
important. What is really needed here is the subtle use of the right technology and the right
policy. Basically, it has regular meetings, counseling processes to guide employees into the
process, demonstration of how regular meetings can be conducted, processes to guide the
process, literally very important.

Refreeze

Once you have specially planned the changes, you should basically measure and get the
overall response. At the very least, they think it's important to confirm the organization's use
of the new process. Also, making changes in particular is essential and employees must be
rewarded for using the process correctly, which is really very important. This can keep
interest and, in general, have a particularly positive impact.

Diagram 3 - Steps of The Lewin’s Change Model

Change Leadership 12
BSc BSM 12 Individual Assignment

Advantages

•Can use in the businesses which needs drastically changes.

• Can uncover hidden mistakes of the people.

• Simple.

• Easy to plan.

• Minimize the difficulties of the resistance.

Disadvantages

•Have to spend more time on the development. Need more time in the unfreezing step.

• Have to consider the emotions of the teams.

• Sometimes have to go beyond the instructions.

• Massive changes may take place of increasing the employee turnover.

Change Leadership 13
BSc BSM 12 Individual Assignment

Conclusion
Keels super in particular has undergone recent changes in the retail market, and can identify
clear changes in three very important areas, such as process, transformation and strategic.
Considerable. In addition, the Levine Change Management Model and the McKinsey 7-S
models have been literally identified as modifiable models that can be used in future changes,
which literally indicates that the Levine Change Management Model and the McKinsey 7-S
models are largely the same.

Change Leadership 14
BSc BSM 12 Individual Assignment

References

Wikipedia. (2019). Keells Super. [online] Available at:

https://en.wikipedia.org/wiki/Keells_Super.

Tappen, R.M., Wolf, D.G., Rahemi, Z., Engstrom, G., Rojido, C., Shutes, J.M. and
Ouslander, J.G. (2017). Barriers and Facilitators to Implementing a Change
Initiative in Long-Term Care Using the INTERACT® Quality Improvement
Program. The Health Care Manager, [online] 36(3), pp.219–230. Available at:
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5533173/.

Process Street. (2017). 8 Critical Change Management Models to Evolve and

Survive | Process Street. [online] Available at: https://www.process.st/change-
management-models/.

Whatfix Academy. (2019). 4 Types of Organizational Change, Explained - Whatfix

Academy. [online] Available at: https://academy.whatfix.com/types-of-
organizational-change/.

Change Leadership 15
BSc BSM 12 Individual Assignment

Change Leadership 16