...Management Managing Change and Innovation Geronimo L. Jamisola II MBE-TEP PLM Learning Objectives At the end of this presentation, you should be able to answer the following questions: • What factors create the need for change? • Is change a continual or occasional process ? • How do organizations manage change and resistance to change? • What are some current issues in managing change? • How to make change successful? • What is innovation and how does it occur in organizations? • How do organizations stimulate innovation? What is Organizational Change? • Organizational Change – Any alterations in the people, structure, or technology of an organization • Characteristics of Change – Is constant yet varies in degree and direction – Produces uncertainty yet is not completely unpredictable – Creates both threats and opportunities • Managing change is an integral part of every manager’s job Forces For Change • External forces – Changing consumer needs and wants – New Governmental laws and regulations – Changing Technology – Labour markets shifts – Economic and social changes • Internal Forces – New organizational strategy – Change in composition of Workforce – New equipment – Changing Employee attitudes – Compensation and benefits Two Views of the Change Process • The Calm Waters Metaphor – Kurt Lewin: Change is a break in the organization’s equilibrium state. 3 Step Change Process (see exhibit 1): • Unfreezing the status quo • Changing to a new state • Refreezing to make...
Words: 1576 - Pages: 7
...Hall, Inc. All rights reserved. Managing Change and Innovation PowerPoint Presentation by Charlie Cook The University of West Alabama LEARNING OUTLINE Follow this Learning Outline as you read and study this chapter. Forces for Change: Two Views of the Change Process • Discuss the external and internal forces for change. • Contrast the calm waters and white-water rapids metaphors of change. • Explain Lewin’s three-step model of the change process. Managing Organizational Change • Define organizational change. • Contrast internal and external change agents. • Explain how managers might change structure, technology, and people. © 2007 Prentice Hall, Inc. All rights reserved. 13–2 L E A R N I N G O U T L I N E (cont’d) Follow this Learning Outline as you read and study this chapter. Managing Change • Explain why people resist change and how resistance might be managed. Contemporary Issues in Managing Change • Explain why changing organizational culture is so difficult and how managers can do it. • Describe employee stress and how managers can help employees deal with stress. • Discuss what it takes to make change happen successfully. © 2007 Prentice Hall, Inc. All rights reserved. 13–3 L E A R N I N G O U T L I N E (cont’d) Follow this Learning Outline as you read and study this chapter. Stimulating Innovation • Explain why innovation isn’t just creativity. • Explain the systems view of innovation. • Describe the structural, cultural...
Words: 1504 - Pages: 7
...Management, 10e (Robbins) Chapter 12 Managing Change and Innovation 1) The change in demand for health care technicians is an example of an economic change. Answer: FALSE Diff: 3 Page Ref: 259 Topic: The Change Process 2) The "calm waters" metaphor of change is consistent with Lewin's concept of unfreezing, changing, and refreezing. Answer: TRUE Diff: 3 Page Ref: 259 Topic: The Change Process 3) In the "white-water rapids" metaphor of change, managers should expect change at any time, and it may last for unspecified lengths of time. Answer: TRUE Diff: 2 Page Ref: 260 Topic: The Change Process 4) Organizational change can be any alterations in people, structure, or technology. Answer: TRUE Diff: 2 Page Ref: 262 Topic: Types of Organizational Change 5) Any manager can be a change agent. Answer: TRUE Diff: 2 Page Ref: 261 Topic: Types of Organizational Change 6) Changing structure includes any change in structural variables such as reporting relationships, coordination mechanisms, employee empowerment, or job redesign. Answer: TRUE Diff: 2 Page Ref: 262 Topic: Types of Organizational Change 7) Computerization is a technological change that replaces people with machines. Answer: FALSE Diff: 2 Page Ref: 262 Topic: Types of Organizational Change Skill: AACSB: Technology 8) Competitive factors or new innovations within an industry often require managers to introduce new equipment, tools...
Words: 9444 - Pages: 38
... | | |OI/361 Version 2 | | |Innovation, Design, and Creativity for a | | |Competitive Advantage | Copyright © 2012, 2008 by University of Phoenix. All rights reserved. Course Description This course will provide students with a solid foundation in innovation, design, and creativity. Additionally, students will be prepared to apply relevant principles, tools, and techniques to promote and sustain organizational innovation for competitive advantage. Policies Faculty and students will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials ...
Words: 1711 - Pages: 7
...Innovative changes and Managing Evolving Generations Wayland Baptist University Management 5305 Organizational Theory Course Instructor: Dr. William Cojocar, Ph.D. Herlinda Sifuentes (January 31, 2012) Abstract Building a culture for Innovation, creativity, smart technology, non-traditional work environment, business management and new strategies sum up the focus of innovation in todays’ competitive changing world . Todays’ economy brings opportunities, moves quickly, and marks innovation as the only way to stay ahead of fast-moving developments and increasing competitive pressures. In their book “Innovation, The Five Disciplines for Creating What Customers Want” Curtis Carlson and William Wilmot (2006) provide a developed disciplined process of innovation. This paper will analyze challenges the business environment faces in developing new ways to lead, inspire creativity, innovation, and challenges in managing the evolving generational gaps in the workplace. Introduction For organization be successful in the current business world is not an easy task. A strong Corporate culture and efficient leadership is essential to face challenges that are presented by competitors and the changing environment. Todays’ organizations must keep themselves open to creativity and continuous innovation, not only to prosper but merely to survive in a world of disruptive change and increasingly stiff competition. These challenges usually make an organization engage...
Words: 4194 - Pages: 17
... | | |OI/361 Version 1 | | |Innovation, Design, and Creativity | | |for a Competitive Advantage | Copyright © 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course will provide students with a solid foundation in innovation, design, and creativity. Additionally, students will be prepared to apply relevant principles, tools, and techniques to promote and sustain organizational innovation for competitive advantage. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials ...
Words: 1446 - Pages: 6
...Foundations of Leading Innovation Capella University Introduction This paper examines the leadership practices of managing change and employee development and how they support organizational innovation, analyze how discovery skills support innovation and successful innovators, and explore the author’s own strengths and weaknesses in using discover skills and the leadership practices of managing change and employee development. An organization that develops and fosters the right leadership culture has a competitive advantage over organizations that do not embrace the benefits of a strong leadership culture. Developing and fostering a culture of high performing, innovative leaders at all levels of an organization is more beneficial than creating business plans or adopting the latest leadership trends that will quickly be forgotten and will become obsolete by changes in the marketplace (Waagen, 2002). Leadership Practices That Support Innovation in Organizations Managing Change Developing and facilitating strategies for managing organizational change effectively are skills that high performing leaders are able to utilize in order to be successful. High performing leaders see change as opportunities and are able to adapt and lead others through the change. Change for them is not a challenge or a setback but opportunities to adapt to changes occurring around them and to help other overcome their resistance and fears to the changes. According to (Leslie, 2009 pg.12), “being...
Words: 2228 - Pages: 9
...Leading Innovation Introduction This paper examines the leadership practices of managing change and employee development and how they support organizational innovation, analyze how discovery skills support innovation and successful innovators, and explore the author’s own strengths and weaknesses in using discover skills and the leadership practices of managing change and employee development. An organization that develops and fosters the right leadership culture has a competitive advantage over organizations that do not embrace the benefits of a strong leadership culture. Developing and fostering a culture of high performing, innovative leaders at all levels of an organization is more beneficial than creating business plans or adopting the latest leadership trends that will quickly be forgotten and will become obsolete by changes in the marketplace (Waagen, 2002). Leadership Practices That Support Innovation in Organizations Managing Change Developing and facilitating strategies for managing organizational change effectively are skills that high performing leaders are able to utilize in order to be successful. High performing leaders see change as opportunities and are able to adapt and lead others through the change. Change for them is not a challenge or a setback but opportunities to adapt to changes occurring around them and to help other overcome their resistance and fears to the changes. According to (Leslie, 2009 pg.12), “being able to adapt to changes facing...
Words: 2223 - Pages: 9
...Diffusion of Innovations in 1962. There would be five editions of the book through 2003 - during which time the statistical study of how people adopt new ideas and technology would be documented over 5000 times. The scientific study of hybrid corn seed adoption led to the commonly known groupings of types of people: Innovators, Early Adopters, Early Majority, Late Majority and Laggards. In 1969, Elisabeth Kubler-Ross wrote the book On Death and Dying, which addressed the various stages of grief. In 1974, Daryl Conner founded Conner Partners and in 1993, he wrote the book, Managing at the Speed of Change. In this seminal work, Conner penned the analogy "burning platform" based on the 1988 Piper off shore oil rig fire (North Sea off the coast of Scotland).[3] Conner Partners influenced the large Management Consulting firms over the 80s and 90s as firms needed to understand the human performance and adoption techniques to help ensure technology innovations were absorbed and adopted as best as possible. Linda Ackerman Anderson states in Beyond Change Management that in the late 1980s and early 1990s, top leaders, growing dissatisfied with the failures of creating and implementing changes in a top-down fashion, created the role of the change leader to take responsibility for the human side of the change.[4] The first "State of the Change Management Industry" report in the Consultants News was published in February 1995.[5] McKinsey consultant Julien Phillips first published a change management...
Words: 1041 - Pages: 5
...Essay Topic: What is Organizational Culture? Discuss the advantages and disadvantages of having a strong culture. Introduction: Organizational culture is a system of shared ideas, values and beliefs, is a widely used term for an uncertainty in terms of estimating the nature of its effectiveness on change variables in an organization. Previously for like decades, nearly all academics and practitioners studying organizations put forward the thought of culture, as the climate and practices that any organizations build up around to deal or handle their people (Schein, 2004). An essential trend in managerial thinking in recent years has been giving confidence to managers to try to create strong organizational cultures (Watson, 2006). Schein (2004) propose that culture and leadership are conceptually intertwined. ‘Statements of values, codes of conduct, principles of public service management and so on set out in rules and regulation are simply rhetoric - or what we now call aspiration statements. Without leadership that is what they will ever be rhetoric. It is our job as administrators, managers and leaders to turn them into reality’ (O’Farrell, 2006. p.8) This study explains why managing culture is vital to successfully boost both organization performances and the public service modernization programmed. More effectively managing culture along with the issues to be addressed in terms of its useful commitment and handle in the public service are delineated. The most fascinating...
Words: 1808 - Pages: 8
...|1a. Module Title: |1b. Module Code: | |Crisis, Change and Creativity in Contemporary Business |BP1BS313 | |2a. Module Scheme: |2b. Name of Programme(s): | |Undergraduate |BSc(Hons) in Business and Management | |3a. Module Leader: |3b. Location: | |Ioannis Doukas (Ph.D Candidate) |Business School | |4a. Module Status: |4b. Module Credit Rating: |4c. Module Type: | |Dedicated |20 |Core Module (Compulsory Module) | |5. Programme Stage in which module is offered: | |Year 3, Semester A | |6. Total learning hours: ...
Words: 1400 - Pages: 6
...Change and Innovation Latonya Grays HCA/250 April 1, 2013 Jadyne Christensen Change and Innovation There is a lot to think about when managing change in a work place, especially given the scenario being that there is a major health care organization that has decided to use electronic medical records. The main issue would be that the employees in the organization are resistant to change, particularly changes that deal with technology. Other important things to think about would be strategies to manage change and innovation, the resistance between the employees and organizational change, and how human resources can play a role in managing change. Some strategies to manage change and innovation might be to not force the change upon people, but to make the change as real and natural as possible. You do not want to force change upon people, who tends to cause more problems and or issues in the long run. Another thing that you could do is ask yourself questions that might help you understand your decisions on why this change has been made, and understanding that better might help you with adapting to your new surroundings, and jobs, and in general as just being a patient and understanding protocol. A lot of times employees resist organizational change because, change is a big thing already and to add onto it this change may have to do with your job, or even your well being as a patient getting used to the changes. In most cases the employee is not...
Words: 730 - Pages: 3
...Managing Organizational Change 1 Managing Organizational Change HRM 587 1 Managing Organizational Change Proposal For my topic, I will examine cultural changes within Ford Motors and Toyota from their inception to current day and their impact on company performance. Ford Motors was 2 established earlier than Toyota and was a driving force for innovation in the automotive industry. Post World War II Toyota built on Fords early concepts and took innovation and efficiency to new levels in the decades that followed. Henry Ford founded Ford Motors; early on they focused on process and developed the Ford System. “They took all the elements of a manufacturing system - - people, machines, tooling, and products - - and arranged them in a continuous system for manufacturing the Model T automobile.” (Strategos, 2012.) The Ford system focused on improving systems and processes to drive greater productivity and reduce errors. With the advent of labor unions and prosperity, conditions changed, but Ford failed to compensate for these changes. (Strategos, 2012.) Toyota later embraced Fords concepts and built upon them to create the Toyota Production System. Early on Ford focused on systems and process, the Toyota Production System expanded on those concepts by also focusing on people as a key resource. Taiichi Ohno was a key architect of the Toyota Production System and studied the Ford Production System early on. (Mann, D. 2005) I personally find this topic to be extremely...
Words: 344 - Pages: 2
...AFT3073 – RESEARCH METHODOLOGY |GROUP ASSIGNMENT (25%) – RESEARCH TERM PAPER TOPICS | |Current Strategic Management Issues | |This course assignment is a term paper on current strategic management issues. Possible themes/issues for your research term paper | |include (but are not limited to) the following: | |Ethics and Corporate Citizenship Themes | |Understandings of corporate citizenship | |Links between ethics and corporate citizenship | |Performance measurement | |Accountability and governance | |Stakeholder engagement, consultation, reporting and governance | |Corporations, territory and governance ...
Words: 663 - Pages: 3
...strategic production centers worldwide today. Tofas symbolizes a great value and power beyond argument within the Turkish Automotive Industry. This case discusses the challenges faced by Tofas in their organizational design change. role of Vision, Mission and Strategy Vision is something that is essential to production successful organizational change. It should be articulated early and it’s up to leaders to do this. Vision drives change and vision telling or selling approach to inform people what will be vision and why. Top-down responsibility Vision usually paints a picture of future and inspirational, mission statements are more purposive and instrumental in outlining what needs to be done. Goals and strategy statements define specific outcomes. They articulate how the organization will progress toward the future. In this case change affects the performance, customer service and whole departments. Vision has apparently become core to managing organizational change. Application Analysis Vision To become Turkey’s leading automotive corporation and Fiat’s ‘preferred’ R&D and production hub. R&D plays an important role in the innovation process. It results in the technology that brings new products and services to the market place or underpins better processes. Innovation results in high quality jobs, successful businesses, better goods and services and more efficient processes. That is why R&D is the strength of the vision. Tofas only focus on Turkey, in my opinion...
Words: 580 - Pages: 3
