The project aims to explore the changes and innovation management strategy undertaken in US based Apple Corp Ltd. It makes an analysis of the effectiveness of the strategy undertaken in the organization in bringing about the change with presentation of suitable arguments to support the topic. …
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This discussion stresses that change management is undertaken in organizations as being a structural approach towards shifting or transitioning the organizations, teams and individuals from their present state to a desired state in the future. It accounts for an organizational process which is aimed at the empowerment of the employees towards accepting or embracing a change in their organizational or business environment. The strategy begins with a systematic approach for diagnosing the present situation for determining both the need for change and also the capacity of the organization to implement changes. However, at the beginning of the plan the purpose, objective and process of the change must be specified to every member of the organization. Most organizations have acknowledged the idea of managing innovation in their organizations. In fact the performance of innovation varies greatly across organizations which suggest that both the organizational and structural factors affect the influence of innovation on performance.
As the report declares the change management strategies are explained in terms of Kotter’s eight steps to change. The theory is one of the most important and most widely accepted texts in modern organizations. It defines eight steps in which changes can be implemented in organizations effectively. Although the steps are primarily meant for organizations, they also find application in personal change initiatives. Successful change management is also explained in terms of the Lewin’s model of organizational change....
It defines eight steps in which changes can be implemented in organizations effectively. Although the steps are primarily meant for organizations, they also find application in personal change initiatives. Successful change management is also explained in terms of the Lewin’s model of organizational change. The model is responsible for the introduction of the force field analysis which identifies both the driving forces and the resisting forces for a given change situation. Explanation of Theories John Kotter’s eight steps model for change John Kotter’s eight steps begin with the creation of a sense of urgency, which is required for initiating a change process. This would draw the people’s focus towards the process of change. This is followed by placing a guiding team for directing the change process in order to confront with any difficulty collectively. This can be in the form of a coaching team or a team of experts. They would be responsible for creating the vision or the strategy which would be the driving factor for the change. The change process must be repeatedly communicated to people to keep the context in the minds of people. People must also be empowered to undertake the change. The change must include short term visions to make the process real and enthusiastic. This would effectively build the momentum for the change process. The consecutive steps must be designed and implemented carefully to increase the momentum and confidence of people. Finally a new culture must be nurtured to ensure that the change lasts for long and awareness prevails (Rock & Page, 2009, “John Kotter’s eight steps to change”). Lewin- Three step model Lewin has proposed which is based on three
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(Managing Change and Innovation Essay Example | Topics and Well Written Essays - 1250 Words)
“Managing Change and Innovation Essay Example | Topics and Well Written Essays - 1250 Words”, n.d. https://studentshare.org/management/1427851-managing-change-and-innovation.
Research on organizational innovation creates new perceptions on a number of concerns that have surfaced lately, together with the issues of communal development as well as institutional change, the “dynamics of knowledge societies” (Poole, 2000, p. 101), and the combination of macro as well as micro levels of study.
Change is good and offer organizations competitive advantage since it helps improve performance, increase efficiency and ensure long term sustainability (Tidd and Bessant 2011). Though initiation of change process also takes place at internal organizational level, most of the time it is influenced and initiated by external forces.
However, in practice, the above target is difficult to be achieved taking into consideration the high market competition. Innovation, as part of the organizational strategic process, can help firms to remain competitive, even under strong market pressures.
18 7.0 Conclusion 20 8.0 References 22 9.0 Bibliography 26 1.0 Introduction Innovation and change is an important part of any business organisation. An organisation in order to be competitive in a market has to adopt incessant innovation strategies. In this paper, the importance of innovation in present day business environment has been described.
In order to improve the chances of survival in this era, firms have to be co-creative. Apart from other organizational activities like cost reduction and efficiency, innovation has been prioritized as it supports core competencies. In addition, reaction to change has to be swift since organizational innovation and change are closely related.
Fastidious entrepreneurs employ not only skilled and educated individuals to man their firm so as to attain the highest advantage against their competitors but likewise devise means to acquire the best and most ingenious salesmen to promote their business.
Change is the only constant phenomenon and technology clearly depicts change in the health care sector. Necessity has been documented as the genesis of innovation which is evidenced by creativity. For a long time, the health care sector has lagged behind as pertains to technological advances and the need to maintain its edge with other sectors has led to the implementation of electronic media in recording health information.
Consequently, efficient and effective management is a necessity for a successful large-scale organization; otherwise, instability becomes a threat to sustainability and growth. This paper explores management of organizational change in an unstable organization.
The author suggests that the change management strategies are explained in terms of Kotter’s eight steps to change. The theory is one of the most important and most widely accepted texts in modern organizations. It defines eight steps in which changes can be implemented in organizations effectively.
The successful handling of this process is crucial to the organization so that it cannot just survive but also succeed. Change is not only necessary but also compulsory for every successful organization due to
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