Assessment Submission & Declaration

Qualification Unit number and title

Understanding and leading change HND
Pearson BTEC Higher National Diploma in Business (rqf)
Level 5

Student name Registration Number Assessor name

rana shaeryar 04-2009690 Dr. Sadaf latif

Date issued Submission date Submitted on

25th Oct 2023 1st december 2023 1st december 2023

Assignment Number and Title Business Environmental Analysis

Assessment Criteria Tasks & Learning Outcomes (LO1 & Evidence Page Number
LO2)
P1 Task 1, LO1
P2 Task 1, LO1
P3 Task 1, LO2
P4 Task 1, LO2
P5 Task 2, LO3
P6 Task 2, LO3
P7 Task 3, LO4
P8 Task 3, LO4
Merit 1 Task 1, LO1
Merit 2 Task 1, LO2
Merit 3 Task 2, LO3
Merit 4 Task 3, LO4
Distinction 1 Task 1, LO1 & LO2
Distinction 2 Task 2, LO3
Distinction 3 Task 3, LO4

Plagiarism

Plagiarism is a particular form of cheating. Plagiarism must be avoided at all costs and students who break the rules, however
innocently, may be penalised. It is your responsibility to ensure that you understand correct referencing practices. As a
university level student, you are expected to use appropriate references throughout and keep carefully detailed notes of all your
sources of materials for material you have used in your work, including any material downloaded from the Internet.

Learner Declaration
I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I
understand that making a false declaration is a form of malpractice.

Student Name: rana shaeryar Date: December 1, 2023

Contents
LO1..............................................................................................................................................................1
Introduction to Unilever;.........................................................................................................................1
Types of Organizational Change:..............................................................................................................1
Different Types of Change:.......................................................................................................................1
Types of Internal Organizational Change:................................................................................................1
Individual, Group, and Organizational Levels of Change:.........................................................................1
Drivers of Change:...................................................................................................................................2
Impact of Technologies:...........................................................................................................................2
Digital Transformation of Organizations:.................................................................................................2
PESTLE Analysis:.......................................................................................................................................2
Political factors:...................................................................................................................................2
Economic factors:................................................................................................................................2
Social factors:.......................................................................................................................................2
Technological factors:..........................................................................................................................3
Legal factors:........................................................................................................................................3
Environmental factors:.........................................................................................................................3
Impact of Technologies:...........................................................................................................................3
lo2................................................................................................................................................................4
Impact of Change on Organizational Behavior:........................................................................................4
The influence of position and perception on differing views of change,negatively or positively.............4
Readiness to change:...............................................................................................................................4
The use of systems theory, systems leadership and continuous improvement models to predict and
proactively plan for change.....................................................................................................................5
The impact of organizational changes.....................................................................................................5
Examining these impacts.....................................................................................................................5
Critical Evaluation of the Long-Term Implications of Change on Organizational Behavior at Unilever.....6
lo3............................................................................................................................................................... 7
Forces Driving and Resisting Change: Influence on Leadership Decision-Making at Unilever..................7
Leadership and Decision-Making Strategies: A Unilever Perspective...................................................7
Investigating Forces for and Against Change and Their Impact on Leadership Decision-Making in
Organizations...........................................................................................................................................8
Forces for Change:...................................................................................................................................8
Market Trends and Consumer Demands:.............................................................................................8
Technological Advancements:..............................................................................................................8
 Regulatory Changes:............................................................................................................................8
Forces Against Change:............................................................................................................................8
Employee Resistance:..........................................................................................................................8
Organizational Culture:........................................................................................................................8
Financial Constraints:...........................................................................................................................8
Applying Force Field Analysis to Unilever............................................................................................9
lo4................................................................................................................................................................9
a range of change leadership approaches to change initiatives...............................................................9
Situational Leadership:............................................................................................................................9
Transformational Leadership:..................................................................................................................9
Psychodynamic Approaches:.................................................................................................................10
Nudge' Theory and Influencing Behaviors:............................................................................................10
Analysis of Leadership Approaches and Models for Given Situations....................................................10
Sustainable Initiatives: Transformational Leadership.............................................................................10
Market Expansion and Innovation: Situational Leadership....................................................................10
Organizational Culture Shift: Psychodynamic Approaches.....................................................................10
Employee Well-Being and Engagement: Nudge Theory.........................................................................11
Market Response to Technological Trends: Adaptive Leadership..........................................................11
Critical Analysis of Leadership Practices at Unilever:.........................................................................11
Reference:..............................................................................................................................................11

LO1 Introduction to Unilever;

Unilever, a global company, shines in the fast-moving consumer products sector.Unilever is one of the
largest and most diverse consumer products companies in the world today.It was founded in 1929
through the merger of British soap manufacturer Lever Brothers and Dutch margarine company
Margarine Unie.Rotterdam, Netherlands and London, UK are the locations of the company's main
offices.

Among Unilever's many products are consumer goods, household cleaning products, cosmetics and
personal care items.Its famous brands include Dove, Lipton tea, Ben & Jerry's ice cream and
Hellmann's.The company has set ambitious targets to reduce its impact on the environment and is
known for its commitment to sustainability.It's gratifying to be able to provide consumer goods that help
improve the health and well-being of people around the world, and to do so in more than 190 countries.

As a company, Unilever focuses on innovation and marketing.They know the importance of catering to
local tastes and preferences, that's exactly what they do. A better future is the company's daily mission
and it is demonstrated through its efforts incommunity development and environmental sustainability.

Types of Organizational Change

: Organizational change in a business context can manifest itself in many different forms and
scales.Large-scale changes, such as radical, disruptive or revolutionary transformations, involve a
complete overhaul of existing structures and processes. On the other hand, small-scale changes, such as
incremental or evolutionary adjustments, occur gradually over time, allowing for more controlled
adaptation to changing circumstances.

Different Types of Change:

Organizational change can be classified based on its nature and origin.Planned change is a deliberate,
systematic effort initiated by management, while emergent changes occur organically, often in response
to unforeseen circumstances .Changes can also be initiated.internally in the form of strategic decisions or
imposed externally due to environmental pressures or legal requirements.

Types of internal organizational change:

Internal organizational change includes many different aspects.Structural changes involve changes in the
hierarchy or organizational framework.Strategic change involves changes in a company's overall strategy,
while people change focuses on aspects related to human resources, including training and
development.Process change, the adjustment of operational processes, is another aspect of intra-
organizational change.Individual, group and organizational levels of change: Change can occur at
different levels within an organization.At an individual level, this involves changes in roles,
responsibilities or skills.Changes at the team level will impact teams or departments, while changes at
the organizational level will impact the entire structure, culture or business model.

Drivers of Change:

Many factors determine organizational change, both internal and external. Internally, organizations often
conduct a PESTLE analysis that takes into account political, economic, social, technological, legal and
environmental factors.The unique assets an organization possesses also play an important
role.Identifying and selecting the most important factors in each context is essential for effective change
management.

Impact of Technology:

Technological advances, including mobile devices, cloud computing, artificial intelligence (AI), cognitive
computing and data analytics, are significantly influencing to the pace and nature of change in
'organizations'.Mobile devices improve communication and mobility, while cloud computing transforms
data storage and accessibility.AI and cognitive computing introduce automation and intelligent decision-
making, while data analytics leverages information to make informed decisions.
Digital transformation of organizations:

Digital transformation represents the complete integration of digital technologies into all aspects of an
organization.This includes leveraging technology to improve operations, customer engagement and
innovative business models.The shift to a digital business model is a fundamental aspect of modern
organizational evolution, reshaping how value is created, delivered and perceived in the marketplace.

Unilever is an Anglo-Dutch company operating in the consumer goods market and selling its products in
approximately 190 countries.Another noteworthy fact is that they have more than 400 brands, which
means considerable diversification both in terms of risk and the products they sell, among them we find
food products, Personal care and health products.In fact, 12 of these brands have a turnover of more
than one billion euros.The importance of this multinational company is also proven by the fact that 2.5
billion people use Unilever products every day in their daily lives.creating jobs for 161,000 people in the
different countries where they operate.Ultimately, they believe in a sustainable business plan in which
they reduce their environmental impact and increase their positive social impact while continuing to
grow.

PESTLE Analysis:

Political factors: Changes in government policy or regulation may result in organizational

adjustments.For example, changing environmental regulations may cause companies such as Unilever to
change their production processes.

Economic factors: Economic recession or recovery can influence organizational changes.Unilever, which
operates in global markets, can adjust its pricing strategy based on economic conditions in different
regions.

Social factors: Changes in social values and demographics can impact organizational culture and product
offerings.Unilever's sustainability initiatives reflect a response to society's growing awareness of
environmental issues.

Technological factors: Rapid technological advances can lead to organizational changes. Unilever's
adoption of digital technology in its supply chain and marketing strategy is a prime example of this.

Legal factors: Changes in laws and regulations may require organizational adjustments.Unilever, as a
global entity, must adapt to different regulatory contexts in different countries.

Environmental factors: Growing environmental awareness influences organizational change. Unilever's

commitment to reducing its environmental impact is in line with its growing focus on sustainable
practices.

Impact of Technology:

Technological advances have a significant impact on organizational change. Unilever's integration of

technologies such as data analytics in supply chain management or AI in product development shows
how adopting these innovations can improve efficiency and competitiveness.

Unilever's Sustainable Living Brand Initiative is a notable example of organizational change driven by
social and environmental factors. The initiative aims to integrate sustainability into its brands, addressing
social and environmental concerns.Another example is Unilever's response to the digital age.The
company has invested in digital marketing strategies and e-commerce platforms to adapt to changing
consumer behavior influenced by technology.

Minimize the impact on organizational behavior: To minimize the impact of organizational change on
behavior, Unilever can implement strategies such as: Effective communication: Communication Clear
communication about the reasons for the change and its expected impact can be helpful for employees
to understand and adapt.Employee engagement: Involving employees in the change process can
strengthen their sense of engagement and reduce resistance.Training and Development: Provide training
programs to equip employees with the skills needed in an ever-changing environment.

Organizational change is inevitable in today's dynamic business environment.By analyzing and

understanding various factors, such as those arising from PESTLE factors and technological advances,
organizations such as Unilever can manage change effectively. Specific examples demonstrate the
practical implications of these factors and the strategic approaches that can minimize the impact on
organizational behavior. Unilever's commitment to sustainability and technological innovation highlights
the company's proactive stance towards organizational change, providing valuable insights to othr
Businesses face similar transformation challenges.

When considering the drivers of change and their respective impact on organizational change, it is clear
that Unilever, a multinational consumer goods company, offers a compelling case study.Technological
advancement is an important driver and Unilever has proactively integrated cutting-edge technologies
into its operations.From deploying advanced data analytics in supply chain management to leveraging
artificial intelligence in product development, Unilever shows how the technology drivers are driving
transformational change at the local level.What is the basis like? level.operational and strategic level.
Market dynamics, another important driver, has led Unilever to make strategic changes.The company
continually adapts its products and services to meet ever-changing consumer needs, demonstrating its
commitment to 'strategic flexibility to respond to market changes'.school' .

Additionally, as a global entity, Unilever has responded to regulatory changes by making structural
adjustments to ensure compliance and ethical business practices.The company's commitment to
sustainable and ethical practices reflects a cultural change driven not only by market expectations but
also by Unilever's proactive stance in aligning its values with social and environmental concerns.

Economic conditions and the need to improve efficiency have influenced continuous changes in
Unilever's processes, as evidenced by ongoing efforts to optimize operational processes and supply chain
management .Unilever's ability to respond to different drivers of change therefore demonstrates its
ability to adapt, innovate and strategically adapt its operations to the evolving landscape.

lo2
The impact of change on organizational behavior:

At the individual level, change creates a variety of emotions and reactions, including stress, anxiety, and
insecurity.According to Kotter's model of change, individuals can go through stages such as denial,
resistance, discovery, and commitment (Kotter, 1996).The psychological impact on the individual can
have a profound impact on job satisfaction, motivation and overall happiness.

At the group level, change can enhance cooperation and a shared sense of belonging or lead to conflict
and reduced group cohesion (Cummings & Worley, 2014).Group dynamics can be reshaped as members
face the challenges and opportunities presented by change.Effective leadership becomes important in
such times to guide teams through transitions, maintain morale, and resolve conflicts (Bass and Riggio,
2006).

The influence of location and perception on different visions of change, negative or

positive.Organizational change also impacts overall organizational culture and structur Successful change
can drive innovation, improved efficiency and a more competitive position. Conversely, poorly managed
change can lead to resistance, reduced productivity, and negative impacts on organizational culture
(Cameron & Green, 2015).The influence of position and perception within the organizational hierarchy
shapes individual perceptions of change Leaders can see change as an opportunity.for growth and
innovation, while frontline employees may perceive it as a threat to stability (Burnes, 2004).Recognizing
and addressing these diverse perspectives is essential for successful change management.

Readiness to change:

An organization's readiness for change is an important factor in determining the effectiveness of change
initiatives.Learning organizations, as Senge (1990) suggests, are characterized by the ability to adapt and
continuously learn.These organizations prioritize a culture of learning, encouraging employees to
embrace change and see it as an opportunity to grow.

The use of systems theory, systems leadership, and continuous improvement models to proactively
anticipate and plan for change.

The use of systems theory, systems leadership, and continuous improvement models provide
frameworks for proactively predicting, planning, and managing change (Senge, 1990; Senge et al.,
2015).Systems thinking allows organizations to understand the interdependencies of different
components.and predict the ripple effects of change.Systems leadership is about guiding an organization
through change by considering the complex web of relationships and interdependencies.

Stakeholder analysis and communication play a central role in the transformation process.Identifying
and engaging stakeholders is essential to managing their expectations and gaining their support.Effective
communication is essential to ensure transparency and address concerns, thereby promoting a positive
organizational culture during change.The Burke-Litwin model provides a comprehensive framework for
understanding the dynamics of organizational change, highlighting the interdependencies of different
factors and guiding organizations to streamline and improve.process.change process (Burke and Litwin,
1992).

Impacts of organizational change

Consider these impacts At the individual level, change creates a mix of emotions, including excitement
about new opportunities and concern about job stability.The psychological effects can be significant,
affecting job satisfaction and motivation.Unilever's experience demonstrates that change can improve
collaboration and innovation or lead to resistance and conflict.Effective leadership plays a key role, with
Unilever emphasizing adaptive leadership to guide teams through transformation.The impact of position
and perception within Unilever reflects diverse visions of change; executives may see it as a path to
growth, while frontline employees may express concerns about operational disruption.Proactive
planning for change at Unilever involves leveraging systems theory, systems leadership and continuous
improvement models.These approaches enable Unilever to anticipate connections between different
departments, guide the organization through change and promote a culture of continuous
improvement.Responding to change at Unilever includes impact analysis methods, including those
proposed by Bohner and Arnold, which provide a systematic approach to assessing consequences and
developing strategy . Analysis and communication with stakeholders is paramount in Unilever's
transformation, ensuring transparency and taking into account diverse perspectives.The Burke-Litwin
model also helps Unilever streamline and improve the change process, emphasizing the
interdependence of different factors.

In summary, Unilever's experience highlights the importance of a comprehensive approach to change

management that takes into account individual, team and organizational dynamics, and promotes
effective leadership, Thoughtful systems and continuous improvement models for successful change
management.

Critical assessment of the long-term effects of change on organizational behavior at Unilever

Long-term effects of change on organizational behavior at Unilever, a multinational consumer goods

company , is important and should be seriously evaluated.Unilever has undergone transformational
changes to respond to dynamic market conditions, sustainability needs and growing consumer
expectations.These changes have impacted many different aspects of organizational behavior, presenting
both opportunities and challenges.

The important meaning of change at Unilever is the development of organizational culture.The

company's commitment to sustainability, reflected in its Sustainable Development Plan (Unilever, 2023),
has not only transformed the way Unilever conducts business but also permeates the company's
organizational philosophy.he long-term implication is a more environmentally and socially conscious
workforce, in line with Unilever's sustainability values.This cultural shift impacts employee behavior,
promoting a sense of shared purpose and values.

Furthermore, the constant search for innovation and the ability to adapt to market trends are now
ingrained in Unilever's organizational behavior.The long-term implication is a more agile and responsive
workforce that can cope with industry disruption.The emphasis on learning and development,
demonstrated by Unilever's commitment to a continuous improvement model (Unilever, 2023),
continues to shape a culture of continuous learning and adaptability.

However, it is important to critically assess the challenges arising from change at Unilever.Even when
addressed proactively, resistance to change can still exist.Transforming organizational culture toward
sustainability may be met with skepticism or resistance from employees accustomed to traditional
business models.The challenge is to manage this resistance to ensure long-term commitment to the new
values.

Additionally, the pace of change and adoption of new technology at Unilever can impact employee
wellbeing.The long-term effects on work-life balance, job satisfaction and stress levels need to be
carefully studied.Unilever management must balance the benefits of technological advances with the
potential downsides to ensure a long-term positive impact on organizational behavior.

In summary, the long-term impact of change on organizational behavior at Unilever is

multifaceted.Developing an organizational culture focused on sustainability and adaptability has a
positive impact on employee engagement and innovation.However, challenges such as resistance to
change and the potential impact on employee wellbeing require critical assessment and ongoing
strategic management.

lo3

Forces for and against change: Influencing the decision making of managers at Unilever

By exploring how the forces for and against change influence decision making managers, Unilever
provides a fascinating case study.At Unilever, resistance to change manifests itself at many different
levels, including individual, team and organizational dynamics.Schein's model of organizational culture is
invaluable for understanding these obstacles.The diversity of Unilever's workforce and its global
footprint require a nuanced approach to organizational culture, in which leaders must manage and align
cultural elements to overcome protests.Individual perception of self-efficacy also plays an important
role; Understanding employees' beliefs about their ability to adapt is essential to help leaders effectively
adapt their change strategies.

The use of force field analysis is a strategic tool at Unilever to understand resistance and support for
change.Leaders engage in thoughtful analysis of drivers and constraints, allowing them to make informed
decisions and develop strategies that minimize resistance while maximizing support for change
initiatives.

Leadership and Decision-Making Strategy:

Unilever's Perspective Unilever's leadership, characterized by a commitment to sustainable

development and ethical practices, adheres to the principles that guide effective decision-
making .Respecting and valuing diversity is an integral part of Unilever's leadership ethos, ensuring that
decisions take into account a variety of perspectives.The company's focus on sustainability aligns with its
core values, demonstrating how ethical beliefs are integrated into management decisions (Unilever,
2023).

Speed of change is essential to Unilever's leadership.

In the consumer goods industry, characterized by rapid change and evolving consumer preferences,
decisions must keep up with the pace of change. Unilever's proactive approach, evident in its Sustainable
Living Plan, reflects a preventative and proactive stance, demonstrating the company's commitment to
staying ahead of industry trends (Unilever, 2023).

The impact of the scale of change is huge on decision making at Unilever.Incremental adjustments may
be appropriate in some cases, while transformational changes are needed to address larger strategic
changes.Unilever management must carefully assess the scope of change to ensure decisions accounted
for.

consistent with the overall goals and objectives of the organization.

Responding to obstacles and resistance to change requires an adaptive leadership approach.Unilever

leaders know how to communicate effectively, address concerns and foster a culture that supports
change.Learning from challenges and coping strategies is embedded in Unilever's approach,
demonstrating resilience in the face of resistance.Investigate the motivations for and against change and
their impact on leaders' decision making in organizations It is essential to study the motivations for and
against change to understand how leadership decisions are shaped within the organization.Leaders must
navigate a multitude of factors that enable or hinder change initiatives.and these forces play an
important role in the decision-making process.

Forces of change:

Market trends and consumer demands: Impact on executive decision making: 4,444 Unilever executives
are asked to make decisions to respond to dynamic market trends and changing consumer
preferences.The company's commitment to sustainable practices and innovation in its product offering
reflects a proactive approach to meeting growing consumer demands (Unilever, 2023).

Technological advances:

Impact on management decision making: Unilever leadership must make decisions that take into
account technological advances to improve operational efficiency and promote innovation.Investing in
digital transformation and data analytics demonstrates Unilever's commitment to staying at the forefront
of technological advancement. (Unilever, 2023).

Regulatory changes:

Impact on management decision making: Decisions at Unilever are influenced by regulatory changes,
particularly in the areas of consumer goods and sustainability. Leadership decisions involve adapting
business strategies to the evolving regulatory landscape to ensure workforce engagement and
responsible business practices. practice.
Forces Against Change:
Employee resistance: Influence on management decision making: Unilever management responded to
employee resistance by introducing effective strategic change management priority decisions.The
company emphasizes communication, engagement, and developing a supportive organizational culture
to minimize resistance (Unilever, 2023).

Organizational culture:

Impact on management decision making: Unilever's strong organizational culture can resist change.
Unilever leaders make decisions that respect existing cultural values while making strategic changes that
align with the company's sustainability goals and market needs.

Financial constraints: Impact on executive decision making: Unilever executives face decisions related to
resource allocation, balancing changing demands with financial realities.Leaders must make strategic
decisions to allocate resources effectively, support sustainability initiatives while ensuring financial
stability.

Applying force field analysis

at Unilever Force field analysis, a tool developed by Kurt Lewin, helps analyze the driving and
constraining forces that influence decisions.Applied to Unilever, this analysis provides insight into how
these forces shape management decisions.

Drivers at Unilever: Sustainable Living Plan: Unilever's commitment to sustainability is a strong driver.A
sustainable living plan is a strategic initiative that guides decisions to align business operations with
environmentally friendly practices and societal expectations (Unilever, 2023).

Innovation culture: Unilever uses innovation as a driving force.Executive decisions prioritize product
innovation, technological advancements and sustainable business practices to meet market needs and
stay ahead of competitors.

Resistance at Unilever: Cultural resistance: Unilever's current organizational culture can withstand rapid
change. Decision making involves carefully introducing changes that respect the current culture while
gradually moving toward sustainability and innovation (Unilever, 2023).

Budget Constraints: Financial considerations act as a constraining force.Leaders make decisions that
balance ambitious sustainability goals with financial constraints, ensuring initiatives are economically
viable and aligned with long-term profitability.

In summary, this investigation of the factors supporting and resisting change at Unilever shows how
management decisions are closely linked to the company's commitment to sustainability, innovation,
and innovation. new as well as new and responsible business activities.The application of force field
analysis highlights the dynamic interaction between impact and resistance forces, providing a deep
understanding of the decision landscape.

lo4

a range of change leadership approaches for change initiatives.

When recommending change leadership approaches for change initiatives at Unilever, a range of
strategies should be considered to suit the dynamic and inclusive nature of the organization. The context
of each task, activity or challenge requires an appropriate leadership style and management method.

Situational Leadership:

Situational leadership involves adapting leadership style to a specific context.Unilever, as a global

company with a diverse team, needs leaders who can adapt their approach to different situations.For
example, a leader may adopt a more directive style in the early stages of a change initiative and shift to a
supportive style as employees adapt.

Transformational Leadership:

Transformational Leadership is well suited to driving major changes within Unilever.Leaders who adopt
this approach will inspire and motivate employees towards a shared vision of sustainability and
innovation, in line with Unilever's Sustainable Living Plan (Unilever, 2023).Unilever's transformational
leaders strive to promote a culture of continuous improvement and adaptability.

Psychodynamic approach:

Psychodynamic approach examines the psychological aspects of organizational behavior. In the context
of Unilever, leaders can apply psychodynamic principles to understand and address the unconscious
factors that influence employees' reactions to change.This approach involves a deeper exploration of
employee emotions and motivations during change initiatives, thereby promoting a supportive and
psychologically safe environment.

Nudge theory and influencing behavior:

Nudge theory, based on behavioral economics, can be applied by Unilever leaders to subtly influence
behavior and encourage sustainable operations. these choices can align with Unilever's sustainability
goals and encourage positive employee behavior (Thaler & Sunstein, 2008).

By integrating these change leadership approaches, Unilever can effectively address diverse challenges,
foster a culture of innovation and sustainability, and respond to the unique motivations of its workforce
your global.

Analyzing leadership methods and models

in specific situations When analyzing the use of leadership methods and models at Unilever, a
multinational consumer goods company, it is necessary to consider the specific situations and challenges
facing the organization.Unilever's commitment to sustainability, innovation and global operations
presents a unique context for leadership strategies.

Sustainability Initiatives:

Transformational Leadership Unilever, through its Sustainable Living Plan, aims to achieve ambitious
sustainability goals.In this situation, transformational leadership is very important.Leaders inspire
employees by presenting a compelling vision of a sustainable future.Unilever's transformational leaders
can motivate teams to embrace sustainability as part of the organizational culture, driving innovation
and responsible business practices (Unilever, 2023).

Market expansion and innovation:

Situational leadership Unilever is gradually expanding into new markets, each with its own challenges
and opportunities.Situational leadership is effective in this context.'Leaders can assess the readiness and
capacity of teams in different markets and adjust their leadership style accordingly.For example, a more
directive approach may be needed in emerging markets, while established markets may benefit from a
more participative leadership style.

Changing organizational culture:

Psychodynamic Approach Unilever's journey towards a more sustainable and innovative future involves
cultural change.Psychodynamic approaches can be useful for understanding and addressing
change.Leaders can delve deeper into the underlying psychological aspects of organizational behavior,
thereby fostering a supportive environment that recognizes and addresses the emotional aspects of
change.

Employee happiness and engagement:

Nudge theory Unilever, like many organizations, recognizes the importance of employee
happiness.Applying nudge theory can influence behaviors that contribute to a healthier work
environment.For example, creating a workplace that subtly encourages healthy choices or work-life
balance aligns with Unilever's commitment to employee wellbeing and can improve performance overall
of the organization.

Market Response to Technology Trends:

Adaptive Leadership Unilever operates in an industry affected by rapid technological change.Adaptive

leadership is essential to respond to these trends. Leaders must be flexible, adaptable, and willing to
integrate technological advances into the company's operations and operations.provide products.
Unilever's use of these leadership approaches is reflected in its Sustainable Living Plan, in which the
organization uses transformational leadership to lead sustainability initiatives (Unilever, 2023).

Additionally, situational leadership is evident in Unilever's global operations, where leaders adapt to
different market conditions.

Critical Analysis of Leadership Practices at Unilever: Navigating Momentum and Resistance Unilever, a
global consumer goods giant, strategically deploys leadership practices for effective management.result
of the changing factors and constraints inherent in their dynamic industry.The application of
transformational leadership is consistent with Unilever's commitment to sustainability., carrying a shared
vision of a greener futureSituational leadership has proven vital in the context of Unilever's global
operations, allowing leaders to adapt their style to suit the unique challenges presented by different
markets fabricate.As companies undergo cultural changes toward sustainability, psychodynamic
approaches enable leaders to understand and address the unconscious factors that influence employee
resistance. Nudge theory is used tactically to influence positive behavior, supporting Unilever's goals of
responsible business practices.In the face of rapid technological change, adaptive leadership becomes
imperative to ensure Unilever stays ahead of industry trends.This comprehensive and nuanced approach
enables Unilever leaders to not only drive change but also effectively manage resistance, fostering a
dynamic and resilient organizational culture.

Reference:
Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership (2nd ed.). Psychology Press.

Bohner, G., & Arnold, M. B. (2010). A Model of the Process of Anticipating Management Change.
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Burnes, B. (2004). Kurt Lewin and the Planned Approach to Change: A Re-appraisal. Journal of
Management Studies, 41(6), 977–1002. https://doi.org/10.1111/j.1467-6486.2004.00463.x

Burke, W. W., & Litwin, G. H. (1992). A Causal Model of Organizational Performance and Change. Journal
of Management, 18(3), 523–545. https://doi.org/10.1177/014920639201800307

Senge, P. M. (1990). The Fifth Discipline: The Art and Practice of the Learning Organization. Doubleday.

Senge, P. M., Hamilton, H., & Kania, J. (2015). The Dawn of System Leadership. Stanford Social Innovation
Review, 13(3), 26–33.

Unilever. (2023). Sustainable Living. Retrieved from [Unilever Sustainable Living website]. (URL)

Thaler, R. H., & Sunstein, C. R. (2008). Nudge: Improving Decisions About Health, Wealth, and Happiness.
Penguin Books.