BTM6LCH assignment sample to master leadership and change management principles in business and tourism. Perfect guide for students seeking success in their assignments.
Leadership is defined as the process of influencing or guiding people towards the achievement of common objectives in an efficient and effective manner (Schedlitzki and Edwards, 2018). It entails encouraging, motivating and inspiring employees or groups through effective communication and collaboration to make well-informed decisions. In other words, leadership refers to the action of leading a team or people’s group or an organization to accomplish the common goal. Moreover, an effective leadership facilitates support and guidance to the team members and pays proper attention towards their behaviour. It empowers the employees with the delegation of roles and responsibilities and acknowledges their commitment and contributions within an organization towards the accomplishment of common objective. Besides that, an effective leadership navigates changes and challenges with resilience with the promotion of inclusive and positive work environment, providing valuable help in assignment writing. On the other hand, change is defined as the action by which business or company alters the major component, such as its infrastructure, technology, its internal process or its culture (Kotter, 2012). In other words, change is termed as variation in regular methods or concepts of doing activities or tasks. In the dynamic organizational environment, multiple external and internal factors play a vital role in making change within organization. External factors of change comprise of market shifts, leadership change, technological advancements and increased competition. Conversely, internal change factors include high turnover rates, low engagement of employees, changes in policies and procedures and for the effective management of teams and employees with an aim to enhance organizational overall performance and efficiency. To ensure the successful and smooth change, it is required for the organization to adopt different strategies and approaches of change management.
The aim of the essay is to outline the operational and strategic importance of effective leadership and change management within an organization. This essay includes the identification and detailed review of the theories of leadership with the discussion of their key concepts, weakness, strengths and practical applications. In addition, theories of change management is identified and reviewed in context of their challenges, benefits and their application in the scenarios of real world. There is a brief analysis of a leader within tourism industry and impact of different leadership theories on the style of leader is analysed with outlining their negative and positive impacts. Apart from that, this essay includes the strategic evaluation of impact of leader on the organizational change management, particularly on the organizations, followers and its performance. Different styles of leadership, change management approach and strategies are evaluated, has a crucial impact on the change management. At last, conclusion and recommendations were provided to enhance the impact and effectiveness of leadership and change management within organization to enhance their overall performance and efficiency.
Identification of Theories of Leadership
Leadership theories assist and guide the leader to govern and control the employees of organization. Leadership theories aim to improve the quality and behaviour of the leader to assist the leader to perform the tasks of leadership in effective manner. There are multiple theories of leadership, which are as follows:
Trait Theory
This leadership theory has a vital significance in creating and improving build quality of the leader (Vullinghs and Dóci, 2020). This theory states that a leader required to possess certain trait such as courage for taking initiatives, confidence, Integrity, communication, Decision making and Accountability. These traits reflect the personality of the leader and help to influence and motivate its followers in effective manner.
Situational Leadership theory
Theory of situational leadership is one of the most suitable theories, based on the follower and leader relationship ad provides a strategic framework to effective analyse the dynamic situation. This leadership theory varies as per the changing situation and enhances the readiness level of the employees in the dynamic situation towards the effective performance to achieve the organisational objective.
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Path Goal theory
This theory focuses on outlining the actions of an effective leader in terms of providing clear vision and strategic direction, setting of objectives and gets involves and supports its employees towards achievement of objectives (Deshwal and Ali, 2020). Path-goal theory of leadership includes the behaviour of leader, characteristics of its followers and tasks, aims for more productive and satisfied team in an organization.
Great Man theory of leadership
This leadership theory acclaimed that traits of a successful leaders are intrinsic, simply means that effective leaders possess the characteristics of leadership by birth and leads to naturally make them a successful and skilled leader (Dinibutun, 2020). This theory helps the leader in making well informed decisions and empowers them to become an effective leader.
Review of Leadership Theories
From the above theories of leadership, Trait theory and situational theory is chosen for brief review in terms of their key concepts, weaknesses and strength along with their practical application.
Trait Theory of leadership
The trait leadership theory states about certain innate or inborn characteristics or qualities of a leader, helps them to make an effective and successful leader (Meskelis and Whittington, 2020). This theory suggests that the qualities of leadership are born with the individual, leads to differentiate leader from the non-leader individuals. . Trait leadership theory reflects the personal characteristics, leads to foster effectiveness in consistent leadership across diverse situations and employees. Common traits of the successful leader comprises of self-confidence, integrity, intelligence, decision making, integrity, communication and sociability. Trait theory of leadership offers thorough ad in-depth explanation of traits and characteristics helps to positively influence the behaviour and organizational performance emerges as strength (Holmes et al, 2021). Besides that, this theory emerges as a standard tool for the strategic evaluation, selection and development of organizational leaders based on the innate personalities. In addition, this theory is easy to implement, emerges as strength.
However, Trait leadership theory comprises of several weaknesses, such as limited consistency due to which complexities are raised in compassion of results. Another weakness is that this theory is not considered as suitable approach for the development and training of leadership, leads to negatively impact the performance (Tett et al, 2021). For example: CEO of Marriott International, Anthony Capuano has a leadership trait of emotional intelligence, Compassion and decisiveness leads to foster trust and positive culture within an organization. Furthermore, leadership trait of emotional intelligence assists the CEO to understand the needs and expectations of their employees result in meeting their needs and demands (Wuryani et al, 2021). This leads to influence and motivate employees towards effective performance by way of providing positive experience to guests and towards the smooth streamlining of hospitality operations.
Situational theory of leadership
Situational leadership theory is based on the adaption of the style of leadership as per the dynamic situation or activity to fulfil the team or team member’s needs. This theory suggests that an effective leaders needs to adjust its style or techniques of leadership according to the situation demand to enhance satisfaction and motivation of its followers (Kartika and Febriansyah, 2021). This theory assists the leader to successfully navigate business complexities and cultivate a positive and dedicated work culture within organization. Situational leadership provides flexibility to the leader by allowing them to adapt their leadership style, primarily based on the specific situation and needs of its followers, emerges as strength. In addition, this theory encourages the leader towards development of their follower by embrace their follower’s confidence and skills to promote their work performance and efficiency in diverse situation (Korzynski et al, 2021). It tailors style of leadership according to the needs of individuals, results in increased job satisfaction and motivation, emerges as strength.
Despite of multiple strengths, it possesses weaknesses related to inconsistency and time consumption. Situational theory of leadership may result inconsistency within organization in terms of performance and efficiency due to flexibility (Tang et al, 2020). Besides that, this leadership theory is termed as time consuming as per the leader’s context as they are required to constant adjusting their leadership approach according to the situational demand, results in increased time consumption and delay in performance, emerges as weakness. For example: Recently, Marriott International leverages the technological advancements with the adoption of IoT, Augmented reality and robotics and big data technology (GlobalData, 2024). In this situation, the situational leadership theory assists the leader of Marriott International to encourage and motive employees to adapt technological advancement without resistance.
Identification of theories of Change Management
Theories of change management enable the organization in effective forecasting; lower the resistance of employees, higher confidence and helps in managing accountability. There are multiple theories of change management, which are as follows:
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Lewin’s model for change management
Model of change management by Kurt Lewin aims for successful change by entailing the need of change with the creation of perception and then shifted towards the desired behaviour level and finally solidifying the new behaviour as new normal (Graves et al, 2023). This model restrains forces to positively influence the individual and organizational behaviour towards the adoption of change. It involves three stages, named as Unfreeze, change and refreezes, implemented by an organization to ensure successful change management.
Nudge change management theory
This change management theory is a concept of behavioural science that proposes the behaviour and decision of the individual that can be influenced in multiple predictable ways to foster change within an organization (Laig and Abocejo, 2021). It is a flexible theory that provides the information about people’s thinking, their behaviour and decision making skills, leads to help individual to improve their decisiveness and thinking by managing changes.
Kotter’s 8 step model for change management
This model of change management is termed as a strategic process, aims to help organizational leader for the successful implementation of change. This model aims on the creation of urgency for the requirement of change. It involves the process of managing, initiating and sustaining change in 8 different steps.
PDSA cycle of change management
The Plan-Do-Study-Act is a four stage iterative model implemented for managing successful change within an organization (Schedlitzki and Edwards, 2018). This change management cycle is a strategic way to test success of the implemented change with evaluation of results and potential improvements in change.
Review of Theories of Change Management
From the above theories of change management, Kotter’s and Lewin’s change management model is chosen for brief review in terms of their key concepts, weaknesses and strength along with their practical application.
Lewin’s model for change management
The Lewin’s change management model is a strategic concept of change management that restrain forces to influence the individual and organizational behaviour in positive manner towards change (Wren and Writer, 2024). The driving forces steer and motivate employees towards the adaptation of change; whereas the restraining forces outlines the elimination of potential barriers to change that leads to resistance of employees to ensure effective change management within an organization. Lewin’s model of change management comprises of three stages. The first stage is Unfreeze, refers to the preparation stage for the desired change (Hodges, 2021). Second stage refers to the change stage, focuses son the strategic implementation of the desired change with appropriate strategies and approaches. The last third step comprises of Refreeze stage, aims to solidify and adoption of the desired change within organization.
This change management model by Kurt Lewin has strength of easy implementation and simple to understand as it facilitate logical and clear framework for managing effective change within organization. Along with it, it addresses the emotional aspects of human behaviour, results in easy implementation of change with minimum chances of resistance, emerges as strength of Lewin’s change management model (Northouse, 2024). Moreover, it anchors new cultural approaches within an organization, leads to normalize the new change by motivating and influencing employees. On the other hand, there are certain weaknesses of this change model, hampers the effectiveness and minimize the chances of success during the change implementation. Over simplicity emerges as a weakness of Lewin’s model as it is too simple to apply due to which chances of human respond towards change has been reduced. Another weakness emerges that this model is combative and possess high chances to create toxic or hostile environment, leads to increase conflict (Hayes, 2018). Apart from that, this model is not considered as suitable for managing change in the long term projects and actives.
For example: Marriott International struggles with managing changes related to intense competition and changing preference of consumers. In this situation, the Lewin’s model of change management can be implemented by the Marriott International to overhaul its hospitality operations and business strategy in response to mitigate the issue of intense competition and changing preferences of consumers post COVID-19 pandemic (Laig and Abocejo, 2021).
Kotter’s change management model
The strategic approach towards change management is defined as a strategic process, aims to assist leader for the successful implementation of change (Wren and Writer, 2024). This model focuses on the creation of change urgency to ensure the effective organizational performance and increased productivity ad competitiveness. This model includes eight steps of change start from the creation of urgency for change with the formulation of strategic change vision by identifying the values and skills required for implementing change. Next step is based on effective communication with internal stakeholders about the implementation of change along with the removal of obstacles to ensure the changes vision alignment among different organizational levels (Cameron and Green, 2020). With the celebration of short term wins to motivate and encourage employees towards adaptation of change is the next step for the successful change management.
With the strategic analysing of success of the change management process, the last step is to implement the process of change within company culture. Kotter’s change management model is termed as the strategic process which guides the leaders about successful implementation of new change emerges as its strength. Moreover, this model removes the barriers affecting the process of change management adversely and minimizes the resistance of employees is another strength of this model (Pendleton and Furnham, 2012). On the other hand, Kotter’s 8 step model is not considered as suitable for the small or medium sector enterprises, emerges as its weakness. Apart from that, another one is that it focuses on the approaches and strategy of the change management and ignores the expectations and needs of the employees, leads to decline their job satisfaction and morale, emerges as drawback.
For example: To ensure the technical change management within the sector of Cybersecurity, Marriott International implements the Kotter’s model of change management to ensure the leverage of technological advancements of AI and ML within its cybersecurity programs. This leads to enhance its strength and efficiency in terms of identification and detection of threats and cyber risks within cybersecurity (Vullinghs and Dóci, 2020).
Leader’s Identification
Anthony Capuano, president and CEO of Marriott International, a multination organization of Hospitality sector within tourism industry has been chosen for the leader’s analysis (Marriott International, 2024). The CEO of the Marriott International is chosen as he held multiple positions of leadership including Global Development President and Chief development officer. Capuano is well known for his leading ability and strategic thinking to lead teams for high and effective performance.
Leadership Theories impact on the style of Leader
The transformational leadership style focuses to initiate innovation and changes by motivating and inspiring employees to achieve organizational objectives (Miller, 2016). The transformational leader aims to encourage its employees to improve its performance, results in creation of meaningful change. This results in more empowered and engaged workforce to innovate and reshape the future success of an organization. For example: CEO of Marriott International, Anthony Capuano implemented the transformational style of leadership to foster positive work culture, encourage innovation and to emphasize development of its employees.
This leadership style plays vital role in fostering adaptability and creativity to drive continuous growth and development along with improvement in productivity and efficient of the organization (Deshwal and Ali, 2020). Moreover, the transformational leader articulate the strategic vision of transformation by increasing morale and motivation among employees to enhance revenue, improve overall experience of the customers along with increased efficiency of operations.
Impact of Trait leadership theory on transformational leader
There is a significant impact of leadership theories on the style of leadership as theories explains the pattern and behaviour of leader and assist them to become successful leader (Dinibutun, 2020). Trait theory of leadership emphasises on the innate characteristics or traits of the transformational leader such as adaptability, creativity, inspiration, emotional intelligence, collaboration and authenticity. The positive aspect of the trait theory on the transformational leader is that it enhances the innovation and creativity within the transformational leader with the creation of compelling objective and vision along with fostering a strong purpose sense. For example: Implementation of trait theory on the transformational leader of Marriott International influences its behaviour and pattern in positive manner, leads to enhance the unique traits of leader which results in increased team dynamics and enhances the chances of accomplishment of organizational goals (Meskelis and Whittington, 2020).
Besides that, trait theory has a crucial positive impact on the transformational leader as it assists the leader to improve its performance with the identification of weaknesses and strengths as a leader (Holmes et al, 2021). On the other hand, trait leadership theory has certain negative impact on the transformational leader as it leads to enhance the emotional exhaustion and increases the turnover intention of the leader. In addition, trait theory restricts the transformational leader to understand the overall circumstances and situations, leads to minimize the effectiveness of leader.
Impact of Situational leadership theory on transformational leader
Conversely, there is a vital impact of situational theory of leadership on the transformational style of leader as it enhances the adaptability and respond chances of leaders in diverse situation, results in increased effectiveness of leaders (Tett et al, 2021). Also, this theory positively influences the ability of leader to navigate with complexities and organizational challenges. Situational theory of leadership has a positive impact on the transformational leader as it guides the leader to understand the preferences and needs of the employees’ in particular situational scenario, leads to enhance their work performance and job satisfaction. For example: The CEO of the Marriott International has positively influenced by situational leadership theory as it guides the leader to maintain the positive work environment in the adverse situation of change management with the application of diverse range of strategies (Wuryani et al, 2021).
This includes training and development, by fostering positive and creative work culture or adopting reward technique to foster innovative change within organization. On the other hand, it has negative impact on the transformational leader as it may arise the risk of misjudging the leader and follower’s readiness level, leads to arise complexities in handling of specific situation, thus, negatively impacts on transformational leadership style (Kartika and Febriansyah, 2021).
For example: the CEO of the Marriott International was negatively influenced by the situational theory of leadership due to lack of conceptual clarity, leads to creating chaos and mismanagement of hospitality tasks. It was resulted that situational theory is not flexible in multiple task driven organizational environment due to which leadership style was negatively impacted (Korzynski et al, 2021).
On Followers
There is a significant impact of the leadership style to change management process on the followers or subordinates (Tang et al, 2020). The transformational style of leadership has a fundamental role in the process of change management due to which followers are positively impacted by way of increased motivation, morale and job satisfaction. On the other hand, positive impact of the Kurt Lewin’s model of change management enhances the capacity of adaptation of employees, leads to minimum or no resistance (Wren and Writer, 2024). In addition, transformational leadership to Kotter’s change management has positive influence on follower as it leads to encourage participation of the followers in the strategic planning for change management. For example: Marriott International’s CEO has adopted the transformational leadership within the change management process through adoption of Lewin’s change management model results in minimizing resistance of employees towards change related to technological advancements (Graves et al, 2023).
However, there are certain negative impacts of the transformational leadership to the change management as the ineffective implementation of leadership or the change management model of Lewin or Kotter may lead to increase turnover rates of employees (Laig and Abocejo, 2021). Apart from that, another negative impact is related to reduce engagement of followers towards change despite of implementing strategic steps of Lewin or Kotter’s change management model, leads to declines their overall performance and efficiency.
On Organization
Transformational leadership has a crucial impact on the organizational change management process, has a direct impact on the productivity, efficiency and competitiveness of the organization (Deshwal and Ali, 2020). An effective transformational style of leadership has a positive influence on organization in terms of providing positive experience to customers, increased profitability, improved innovation and creativity as a result of which enhances of achievement of organizational objectives has been increased. On the other hand, organizational strategies of change management by way of adopting both the change management model have positive impact on increased successful implementation of new change within organization (Dinibutun, 2020). Along with that, these models aimed to foster the positive environment within organization to embrace new changes.
However, there are certain negative aspects of transformational style of leadership towards change management such as decreased competiveness and productivity due to which performance of organization was negatively affected (Meskelis and Whittington, 2020). Besides that, it can raise conflicts and misunderstanding among the employees, results in toxic work environment. Also, both the models of change management does not provides the advantage of cost effectiveness. Therefore, it negatively impacts on the overall organizational costs.
On performance
Transformational style of leadership has a positive impact on overall performance of the organization along with the implementation of successful change management (Holmes et al, 2021). Leader with this style of leadership makes his employees comfortable and motivated with the new process of change management, results in increased performance. in addition to that, both the models of change management guides the leader to adopt steps, leads to successful implementation of change, leads to increased productivity and competitiveness of the organization. For example: Marriott International has adopted the sustainable practices in its hospitality operations, such as digital communication to minimize the use of paper and waste reduction to enhance its corporate performance (Tett et al, 2021). For the successful change implementation related to sustainability, the CEO focuses on smooth implementation of change with the help of Lewin’s change management model to transform its existing practises to the new ones.
However, the transformational style of leadership and change management model has negative impact on the performance such as lack of organizational commitment due to increased change resistance by employees. In addition, performance may be reduced due to improper implementation of change management models or due to ineffective style of leader (Wuryani et al, 2021).
Conclusion And Recommendations
From the above essay, it has been concluded that leadership played a crucial role in managing performance, change and efficiency of the organization of business and tourism sector. Multiple theories of leadership such as traits theory, path goal theory, situational theory and Great man theory of leadership were identified among which trait theory and situational theory were further discussed. Trait theory and situational theory emphasised on specific traits of the leader in certain situation or business scenario. Along with that, theories of change management were identified such as Lewin’s model, Nudge theory; PDSA cycle and Kotter’s 8 step model were discussed. Moreover, this essay covers the transformational style of leadership adopted by the CEO of Marriott International for the successful implementation of change management with significant transformation of increased innovation and creativity. For managing change within an organisation, Lewin’s model and Kotter’s change management model were further discussed with outlining their benefits and drawbacks.
Besides that, this essay highlights the crucial impact of leadership style on change management and its impact on followers, organisation and on overall performance. Transformational leadership style results in managing successful change by motivating employees to improve their performance to enhance the competitiveness and productivity of the organisation. However, there are certain complexities faced by the CEO of Marriott International while implementation of leadership within organization related to emotional exhaustion; enhances the turnover intention of the leader, risk of conflicts and misjudgements, increased rate of employee’s turnover and declined employee engagement. To overcome these issues within leadership and change management, here are few practical recommendations to minimize these issues.
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