MANAGING CHANGE AND INNOVATION (INNOVATION AND THE CHANGING WORKPLACE (Why…
MANAGING CHANGE AND INNOVATION
INNOVATION AND THE CHANGING WORKPLACE
: adoption of a new idea or behavior by an organization.
Why people resist change?
Lack of Understanding and Trust
Different Assessments and Goals
: innovations in product or services that typically start small and end up completely replacing existing product or service technology for producers and consumers.
: creating innovative, low-cost products for emerging markets and then quickly and inexpensively repackaging them for sale.
: incorporating structures and process that are appropriate for both the creative impulse and for the systematic implementations of innovations.
CHANGING THINGS: NEW PRODUCTS AND TECHNOLOGIES
: change in the organization's product or service outputs.
: change in the organization's production process.
: involves designing the organization to encourage creativity and the initiation of new ideas.
: encouraging the flow of ideas from lower levels and making sure that they get heard and acted upon by top executives.
: generation of novel ideas that might meet perceived needs or respond to opportunities for the organizations.
: mechanism that provides safe harbor where ideas from employees throughout the company can be developed.
: creating conditions and systems to facilitate internal and external coordination and knowledge sharing.
Horizontal Coordination Mechanism
: managers put in place processes and structures to ensure that new ideas are carried forward for acceptance and implementation.
: person who sees the need for and champions productive change within the organization.
New Venture Teams
: unit separate from the rest of the organization that is responsible for developing and initiating a major innovation.
: separate, small, informal, highly autonomous and often secretive group that focuses on breakthrough ideas for a business.
New Venture Fund
: provides resources from which individuals and groups can draw to develop new ideas, products or business.
CHANGING PEOPLE AND CULTURE
: concerns just a few employees like sending handful of managers to a training course.
: pertains to the organization as a whole.
Organization Development (OD): planned, systematic process of change that uses behavioral science knowledge and techniques to improve an organization's health and effectiveness.
Three types of problems:
Unfreezing: people throughout the organization aware of problems and need change.
Changing: occurs when individuals experiment with new behavior and learn new skills to be used in workplace.
Refreezing: individuals acquire new attitudes or values and are rewarded for them by the organization.
Training and Development.
Create A Sense of Urgency
A need for change
: a disparity between existing and desired for performance levels.
Apply Force-Field Analysis
: a result of the competition between driving and restraining forces.
Driving forces: problems or opportunities that provide motivation for change withing organization,
Restraining forces: various barriers to change.
Use Implementation Tactics
Top Management Support
Communication and Education