Free Essay

Managing Change and Innovation

In: Business and Management

Submitted By cadwn87
Words 1523
Pages 7
Cassi Stephenson
BUSM Management
Chapter 7 Review 1
The difference between how change is handled in an organization can be described in two metaphors. Calm water looks at change in business as if you were on ship crossing a calm sea and only the occasional storm would disrupt your journey. In the calm waters metaphor change is seen as the occasional disruption in the normal flow of events. White water rapid metaphor describes change as a group of people trudging through white water rapids that has never worked together before; to add to the challenge they are doing this at night time. White water rapid describes change that takes place in uncertain and dynamic environments. The stability and predictability of calm water metaphor do not exist. Most managers never get out of the rapids with constant changing environments, such as changing structure, changing technology, changing employees. People can be resistant to change due to uncertainty, habits, concern over personal loss, belief that change is not in the best interest of the company. Environments change every day and will continue to change there are ways to reduce resistance by education, participation, negotiation, manipulation and corporation. The calm water metaphor is not realistic for today’s constant changing environment. Successful managers will have to learn to adapt and succeed in a white water environment.

Chapter 7 review 3
There are many ways managers might change structure, technology, and people. Managers can change the structure by choosing how the job gets done and who does it. Changes in structural design can be done by reporting relationships, coordination on mechanisms, employee empowerment, and job design. Managers could combine departmental responsibilities instead of one person being responsible for there each individual job having people work together and being responsible for an entire department. The number of employees a manager supervises could change; they could go from overseeing twenty employees to fifty or a hundred depending on departmental changes. At any time in any organization the rules can change and new ones will be implemented. This will be easier for new employees to handle than employees that have been with the company for 20 plus years. The rules will change to increase standardization each company seeking to have the same quality product consistently. Technology changes will convert imputes into outputs, new equipment will be brought in, new tools, methods of automation, computerization. Technology is constantly changing and will affect every manager and their employees. Software updates for computers at the office happen monthly , every four to five your computer systems are updated , email changes, how to store save and send files changes. Technology changes faster than most companies can keep up, managers will need to not only need to constantly keep up to date on the new technology, but also know how to train their employees on the new systems. Even my local grocery store who still counts back change and has you original cash registers is being forced to go more digital just do to the fact that their system are not up to date with government food stamp cards and their scanners have to be able to register which foods are going towards WIC customers. Some Automation seems to be a big issue for the people not the companies robots are replacing jobs that people used to do. A team that used to operate with ten people will now operate with ten. They will have people there to fix the machines if they break down and supervise that everything is running smoothly, but the need for people will be less. I see it starting to happen even in local restaurants. For example my local Applebee’s has new machines on the table you can pretty much order everything you want except your entrée on this machine for now. On a busy weekend you would normally have to staff 10-17 servers that’s now cut in half you do not need as much staff when a machine is doing half the work for the server. Managers are going to not only have to learn how to train employees to work with these new systems, but also deal with grumpy employees who hours have been cut and the money they are making is not as good. This will greatly impact manager’s day to day operations. Managers have to deal with people every day and the changes that affect them, changing attitudes, expectations, perceptions, and behaviors in my opinion one of the harder task a manager has to face. Organizational development is an important part of a manager’s job this focuses on people and the nature and quality of interpersonal work relationships. There are different OD techniques used to make changes in the organizations people to make them work together better. Techniques such as sensitivity training, team building, intergroup development, process consultation, and survey feedback. All of these methods will help build a better environment for employees team building in my opinion is one of the most important. You can have one strong person or have a group that works well together, each from different cultures and backgrounds that will bring more to the table than having one individual that is a good employee.

ETHICS DILEMMA
A good paying job is hard to find these days there are a lot of companies that had to cut back during the recession. This put a lot of pressure on employees who stayed with their organization and the ones who left and had to find new jobs. Company’s used to hire people for all different departments since the recession a majority of those departments no longer exist and the work load was merged onto the employees who stayed to learn and carry out the work, usually without extra pay. Before the recession if this type of pressure was put on an employee they would most likely quit and find a new job. New jobs are hard to come by and even under the circumstance you found another job companies are expecting employees to have a lot of different skills and a degree; in which you will have to learn a new job take on the same if not a bigger work load and you are not guaranteed to make more money even if the same. Most employees are sticking with their jobs because they need them, and are afraid to make less. Even if the work load is stressful or too much most employees are not going to ask for help due to the fact they do not want to be replaced by someone who could handle it. There are few people out there that have job security anymore. There are people around every corner that have the same skills if not more than you that need jobs. Companies are not going to increase their labor cost when it is just as easy to hire someone new for the same or less money to do the same job. So what can organizations do to get their employees to participate in EAP’s? Do organizations even have an ethical responsibility to help their employee’s? One of the ways an organization could evaluate to see how their employees are feeling about the work load is to have anonymous surveys and anonymous e mails/electronically based comment boxes sent to HR to evaluate how the employees are really handling the work load. Workers will often not complain or seek help due to fear of losing their job. If there was way for employees to handle the stressors of work without the fear of getting fired this would help immensely. A strong HR department can make all the difference for a successful company. Management should also evaluate if the work load is too much for any employee to handle for a long period of time. With the amount of people looking for jobs they could cut the pay and hire more employees and delegate the jobs. This will give your employees with seniority and a larger skill set to focus on what they were originally hired for and the busy work delegated to the younger more egger just to work employee. You could hire on person and pay a higher wage bog them down with a tone of work and have a tired, worn out, and unambitious employee or hire two employees, split the pay that you would have hired to the one employee for and delegate the work load and decrease stress. Organizations have an obligation to help their employees with stress. If they want jobs done right when they need to be a happy employee is going to produce better work, than an over worked and stressed employees. There are companies that have workout facilities, yoga and meditation rooms, black out rooms for employees to nap for a short period of time. These companys have a higher success rate than other organizations that do not offer any stress programs for their employees. I think it is important to have an outlet for employees to have communication with their higher ups without the stress of getting fired. I think it is in an organizations responsibility to offer EAP’s.

Similar Documents

Free Essay

Managing Change and Innovation

...SEMESTER PROJECT BY Afungsa Candy Noumvi 7TH SEMESTER (2012/2013) AALBORG UNIVERSITY COPENHAGEN RESEARCH QUESTION Do Danish families Prefer traveling more abroad or within Denmark for holidays ? As a National Destination Management Organisation- VisitDenmark, what is the organization doing to stimulate Danish families to participate more in domestic tourism? * The theme of our research is Motivation. What motivates Danish families in choosing their holiday destinations? Do they mostly go abroad or not? And why? * Problem area is improving the tourism sector of Denmark to attract local Danish families. Here we will be analyzing the campaign VisitDenmark to see what the organization has been doing so far to encourage domestic tourism. TABLE OF CONTENT * chapter one……………………………………………………… …..Page 4 -Introduction (some background on tourism in Denmark)………………………4 -Problem formulation/ hypothesis -Research objective (what do we want to achieve in this research……………………………………………………………5 - Delimitation………………………………………………………………..........6 * chapter two……………………………………………………………………….7 - History of leisure tourism …………………………………………………......7-8 - Definition of theory…………………………………………………………..9-12 - Analysis of the Campaign, how does VisitDenmark promote domestic tourism……………………………………………………………………… 13-19 - Danish outbound tourism…………………………………………………...20-22 * chapter three………………………………………………………………….....23 - Research......

Words: 11483 - Pages: 46

Premium Essay

Managing Change and Innovation

...The change Doctor Gayle found was that in the organization's mission, and that is in the sense that it went from a general, vague one to a more specific mission with objectives relative to poverty, women, and resources. This change that she found created a need for organizational change, as CARE was based on single national units functioning autonomously. The new mission now meant that there must be international collaboration in order to achieve the objectives set. Question 2: CARE's decentralized approach stems from the fact that the individual country officers raised their own funds and were used to being on their own, as stated in the case. They functioned autonomously as single units and did not see the bigger picture. This could be due to the fact that the organization's previous mission was a vague one that may have not been properly communicated throughout its separate divisions. Question3: As stated previously, the root of the decentralized design in CARE is the fact that the mission was vague and there was a lack of communication across borders. In order to improve collaboration, the first step would be to establish proper communication lines that go across all of the divisions, and most importantly two way communication lines. The company's new mission must then be embodied and shared throughout all of the divisions, and that will create a whole unit. Measurement of results would also improve collaboration in order to determine effectiveness. Question 4: ...

Words: 292 - Pages: 2

Premium Essay

Managing Organizational Change and Innovation

...Chapter 17: Managing Organizational Change and Innovation This chapter discusses what needs to be considered when changing an organization. Some of these changes would be the input and the technological aspect of the business. I retained the most information from this chapter in the section of change agents. There are three agents of change; external, internal and external-internal change agents. External agents of change are temporary. They are used in situations where an organization needs help individual and group behavior. External agents are usually professors or private consultants. Internal agents of change are already apart of the business. They already know how to change an organization. In most cases they are managers who have recently been brought into organization that needs help. External-Internal agents are the combination of both external and internal. An organization uses both approaches to change the problems that have arisen. Question My thought-provoking question is how effective are external and internal change agents? I want to know why because what would be the next step to take to get the company at a good performance level. I know this works in most cases because I have seen it happen. I am just curious. Personal Implication Internal change agents personally affect me the most. My dad is a general manager at Applebee’s and he usually gets sent to stores that have a poor performance. He knows how to run a restaurant successfully. My dad has to...

Words: 1387 - Pages: 6

Free Essay

Managing Change and Innovation-Sdc

...SECTION 1: INTRODUCTION 1.1 Background of Sentosa Development Corporation Sentosa Development Corporation (SDC) is a Singapore corporation. It was founded on 1 September 1972 as a Statutory Board under the Ministry of Trade and Industry and develops services, facilities and amenities on Sentosa for visitors. In 1974, Singapore cable car system was built for linking Sentosa to Mount Faber and starts operations. Fort Siloso, Kusu Island, Surrender Chambers wax museum and St John’s Island was opened to public as a holiday and recreational purpose in the following years. In 1982, monorail system of Sentosa Island began operations and Musical Fountain open to the public. In 1992, a causeway-bridge length at 710-metre long was built and linking Sentosa to the Singapore mainland, it is more convenience for public who want to travel to Sentosa. In 1996, one of the landmarks of Sentosa, The Merlion opens. In 1998, visitor cars are allowed to enter the island under the newly-introduced Drive-In scheme. In 2002, Sentosa Development Corporation and its subsidiaries are known as the Sentosa Leisure Group (SLG). In 2006, Palawan Beach reopens to public after renovation. The Sentosa integrated resort project with Genting International and Star Cruises was awarded by the Singapore Government. In 2007, the Sentosa Monorail was replaced by the Sentosa Express to enhance the transportation links between Singapore mainland and Sentosa. In 2010, Universal Studios theme park, and Resorts World......

Words: 3867 - Pages: 16

Premium Essay

Managerial Economics

...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......

Words: 1576 - Pages: 7

Premium Essay

Leading Innovation and Change

...LEADING INNOVATION AND CHANGE INSTITUTE OF LEADERSHIP AND MANAGEMENT LEVEL 5 AWARD /CERTIFICATE/DIPLOMA AC 1.1 EXPLAIN THE IMPORTANCE OF INNOVATION FOR OWN ORGANISATION Innovation is central to the future of the organisation (Trust) effectiveness to operate in the external/internal environment. The organisations culture needs to set the conditions and processes for Innovation and creativity to take place. Innovation can help set the strategic direction and enhances the ability to respond to key factors identified in a PESTEL analysis or organisational SWOT (appendix a). Evaluating key factors identified in the PESTEL analysis highlights why innovation is important to the organisation: Benefit | Factor | SIMILTANEOUSLY IMPROVE QUALITY AND PRODUCTIVITY | Better use of technology aligned to business strategyEnsure assets are fully usedDevelop IT for patient self-service systemsMaintain focus on high standards of practice, documentation and communication with patientsImprove health education use of social mediaProvide employees with stimulating work that creates a sense of personal growth | ECONOMIC GROWTH BECOMING MORE COMPETIVE | Improve business processesIncrease investment in sciences and technologyCreating confidence for external investmentCreate business partnerships | TRANSFORMS PATIENT OUTCOMES | Improved decision makingNew medicines, medical technologiesFocus on treatments in the homeGood informatics | An important consideration when new......

Words: 987 - Pages: 4

Premium Essay

Chapter 8

...Chapter 13 Managing change and innovation Learning outline     Forces for change Change process Managing organisational change Contemporary issues  downsizing, employee stress, successful change structural, human resource, and cultural variables Robbins, Bergman, Stagg, Coulter Management 5e © 2008 Pearson Education Australia  Stimulating innovation   Change, innovation and sustainability Forces for change  Change – an organisational reality  managing change is an integral part of every manager’s job government laws and regulations technology economic changes strategy, workforce, employee attitudes Robbins, Bergman, Stagg, Coulter Management 5e © 2008 Pearson Education Australia  External forces     Internal forces  Change process  The calm waters metaphor    the organisation as a large ship crossing a calm sea change is seen as an occasional disruption in the normal flow of events Kurt Lewin’s three-step description of the change process  Successful change can be planned and requires unfreezing the status quo, changing to a new state, then refreezing to make the change permanent Robbins, Bergman, Stagg, Coulter Management 5e © 2008 Pearson Education Australia Change process Robbins, Bergman, Stagg, Coulter Management 5e © 2008 Pearson Education Australia Change process  The white-water rapids metaphor  the organisation is seen as a small raft navigating a raging river with uninterrupted white-water rapids. change is an......

Words: 1373 - Pages: 6

Premium Essay

C13 Change&Innovation

...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,......

Words: 1504 - Pages: 7

Premium Essay

Oi361 Syllabys

... | | |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......

Words: 1711 - Pages: 7

Premium Essay

Evolution of Business

... Evolution of Business Role of Innovation The business environment is continuously evolving with the integration of new management trends developed to create opportunity and respond to various challenges. However, with the unpredictability of the business environment which is driven mainly by globalization and technology, innovation turned out to be increasingly important to success. It means that innovation and strategy is converging to help in productivity. Innovation has the potential to change the agents within an organization to become better entrepreneurs to meet various challenges. Strategic thinking is crucial in creating a coherent, integrative and unifying framework for making decisions particular regarding the direction in which an organization goes and the resources it plans to utilize (Goldsmith, 2009). In some way, strategic thinking utilizes external and internal data, perceptions and opinions. It is proactive, conscious and explicit while defining competitive realm for strategic advantage in the organization. Strategies are formed to improve the performance of an organization which means that the company will have to conduct something unique and different compared to that of the competitors. Whenever an organization develops a new strategy, it means that they are establishing change whether it is innovative or incremental. It means that managing to execute a strategy involves managing change. The business landscape of today...

Words: 1475 - Pages: 6

Premium Essay

Oi361

... | | |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......

Words: 1446 - Pages: 6

Premium Essay

Cte 2

...iMBA 560 Corporate Innovation Strategies Managing innovation is quite different from managing operations; and, managing uncertainty inherent in innovation requires specific tools and thinking. Whereas operations are an established process driven by existing knowledge, innovation is a learning process that creates new applied knowledge. Operations generate today’s value; but, innovation creates tomorrow’s opportunities. With many markets increasingly becoming more and more competitive, those who innovate best will win the future. During the past nine weeks, you were exposed to a variety of perspectives on innovation via case studies and a collection of readings. You analyzed company after company and situation after situation that boosted your analytical skills and exposed you to the ways companies and managers actually do things. And, you were at the scene of the action, learning the events and organizational circumstances surrounding a particular managerial situation in the innovation process. You have learned how to identify the sources of innovative success and failure inside corporations and how companies can sustain a capability to innovate. However, there is no recipe for managing innovation, because the challenges that innovation poses change over time and reflect an organization’s unique history and culture. The readings of assigned book chapters and journal articles stretch your imagination and ability to think about corporate innovation strategies......

Words: 1334 - Pages: 6

Premium Essay

Change and Innovation

...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......

Words: 730 - Pages: 3

Premium Essay

Making Changes

...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......

Words: 1041 - Pages: 5

Premium Essay

Change Mgnt

...|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