Manage Innovation and Continuous Improvement - Assignment Example

Name: Instructor: Course: Date: Introduction Change is an essential factor in the growth of any organization or a given institution. It signifies the flexibility of advancement in the organization. Change can propel the growth of an organization if the right strategies are put in place. It influences a new level of control and promotes the desired system of management. Change can act as a prefigure of the impending success or failure of an organization. This is to say that the vision of the organization depends much on the current change to structure a vision. The purpose of change is to accommodate new ideas that might lead to the prosperity of an organization. Change can support the scope of an organization since all the decisions made must be connected to the implemented change. External and internal environment The external and internal environments are both equally affected by change. These are sections that can as well influence change. The relevant internal and external environments are related to change in an organization as they promote positive or negative related change. In this organization, the change brought has enabled a positive interaction between the management and the workers. This is a positive sign of a positive internal environment. The internal environment is the internal driving forces that control the running of an organization. Updated technology and culture of the organization influence its running (Fullan 67). A change in the internal structure can influence the management and operation of an organization. In this organization, the effected change has helped the management of the organization as it has ease the monitoring of work in various departments. External environment are the driving factors that occur outside the organization. For instance, a fluctuation in the overall economy of a place can affect production and the operation of an organization thus change in the organization is vital when it is faced with such encounters. Flexibility in this organization has quickly accommodated the change in the workforce making it easy for the organization to counter economic strains that have been a problem in the business sector for a longtime. Change can not be forced but change projects can be successful if well planned and implemented. The organization has developed work models that suit its workforce. For change to occur a strategic plan has to been plotted so as to analyze its strength and weaknesses. Linear steps have been followed from the basis of the models so as to foster successful work models. The first step in this case has been to identify functional requirements for the workforce. This is done through planning and budgeting strategically. It is important to carry out workforce analysis. Carrying out the workforce analysis has helped the organization determine the current workforce and compare it to the future workforce if change will be fully effected. Identification of supply and demand analysis has been done to determine the workforce required thus the kind of change needed incase of future adjustments. A work strategy has been developed which will oversee the solution incase of shortages and reduced surplus. Risk involvement It is a vital idea to consult various personnel before designing a change in the workforce model. Consultation before creation of a new improved workforce help to counter check the impending set backs in the change process. The key aspect is to identify a specialist in this particular field who can guide the constriction team on the steps to follow in the processes of designing change. This organization has done enough consultation in relation to these aspects. There have been several meetings of experts from various departments who have made the change in workforce sufficient. In any business transformation process, risk has to be involved. Change is a transformation process that requires a lot of risks taken so as to be successful. It is never easy to judge whether an implemented change of action in an organization will bring about quality improvement. The only way to assess change is to analyze the risks involved and the positive outcomes that might be generated as a result of taking these risks. Due to this, it has been the role of the management of this organization to cater for risk analysis and provide mitigation strategies. After analyzing the risks involved in the change, the management has been able to warn the affected parties who are its workers of any kind of danger that might impact on the designed change. Communication There is need for communication in order to effect change. The mode of communication used to effect the change is also important. For change to be supported there is need for dialog between the management and the people required to execute the change. A common ground needs to be made so as the desired idea can be implemented. This organization has been able to follow the method of involving dialog in its mode of communicating change in the work pattern. This has led to the creation of a good working relation between the management and the workforce. It has made its personnel understand that working in a dialogistic formality creates room for consultation thus is a good approach towards better communication (Kotter 55). The organization has created a workforce model that has made it possible for the existence of a form of understanding between the management and the workforce group. This is because a reliable workforce needs to be flexible so as to accommodate any form of instant change. Communication technique utilized is therefore of great significance. Theories of change The change theories the organization considered when designing the change in the work force are the emotional change theory and the behavioral change theory. The emotional theory states that strong emotions are the inevitable part of conflict. In order for change to be accepted, there is need of a strong emotional control so as not to stick to the different ideology and develop a common ground. This will allow change to take course (Kotter 23). Emotions can play a great role in determining an individual effort. An employee under the influence of positive emotions will definitely be more productive that one under poor emotions. Poor emotions cause stress to employees and hence poor production of work. Behavioral change theory states that learning and a change in behavior foster innovation. This theory can help to extract more potential workforce from the existing ones as it promotes creativity. These theories have helped this organization to build up strong mentality in its workers making the have a good attitude towards work and a positive attitude towards change. Approval A quality change needs to pass through several proceedings for approval before it can be put to practice. This stage creates room for various amendments which are aimed at perfecting the change. A change in workforce means a change in the system of operation. Therefore, there is need for relation between the production, supply and the consumption sections. These sections are all related to workforce as they determine the quantity of workforce needed to be deployed. This organization has been able to hold various meetings with consultants from various departments inside the organization. Managing stakeholders play an essential role in the decision making of an organization. Change involves decision making thus stakeholders need to be consulted before change is effected. Motivated stakeholders will work hard to make sure that the interests of the organization are taken care of, before anything else. They will support positive change in the organization, an even help in its implementation. This organization has been able to meet with its stakeholders who have seen the need to have this change thus giving their approval. The stakeholders have since been able to monitor the progress of the organization and have had an over view of change. Barriers to change Change is made from a series of new ideas that can be beneficial or destructive. This factor makes it prone to barriers. Some of the barriers that can be experienced by change are constraints, time, resources, budgets and legislation. Constraints can be brought about by improper revision of the change mandate before approval (Fullan 72). Change can also experience resistance before being adapted. It is hard for a group of people to all agree to change. People have to put there personal interests first. Change is can therefore be accepted if the mind set of the workforce is focused towards a common goal. Time is a factor to change. If change takes too long to be adopted, it may lose its efficiency as it would be hard to meet the goals of organization in which it was designed for. Availability of adequate recourses is a factor that is very significant in the creation of change in the organization. Change requires some co-censors for it to be legitimate. It has to meet laws of business as well as civil service. A change in the operation of an organization has to abide to the existing rule of law that limits the running of organizations according to the state’s principles. So far this organization has not experienced any of these barriers and is focus toward structuring mitigation measure so as not to encounter such barriers in future. Some of the strategies that the organization has employed are to ensure that all entities in the workforce are agreeing with the change, the entire workforce take part in designing the change mandate and the change is equally favourable to both the workers and the management. This has made it easy to work under the new mode of operation. Timeline Timeline is a factor of great importance in the implementation of change. It has helped the organization to be able to monitor the progress of change and the shortcomings that result from it. The organization has discovered that employees’ different employees work well during different times of the day. It has hence seen the need to allow for flexibility in working hours, so that employees can chose different working times. This will allow them to select only the times when they are psyched to work, hence increasing their productivity. Time has created a positive motive among the workers making them have the notion of self-drive. It has promoted creativity and a room to amend the unsuitable parts of the change. Adequate resources have led to the prosperity of change in the workforce as it has resulted to accountability and efficiency of the organization. Recommendation It is important for this organization to focus on creating a marketing strategy so as to maintain its level in the external environment. The organization bases its focus on the internal environment and forgets that the external environment is equally important and can affect the stability of the internal environment. Conclusion The organization has designed ways to embed a change in the workforce by fixing the change to the constitution of the organization thus it has to be adhered to. The organization has also designed motivation strategies to help the worker adapt and improve the changes to make the running of the organization better than it previously operated. It is important for every personnel manager to know that motivation is the key to any successful employee. Human resource is the most important asset of any organization. Without good human resource, some of the most successful companies like Microsoft would not be ranking anywhere in today’s world of business. It is therefore important that appropriate personnel management is put in place to ensure that workers have their right working environment, and comfortable working conditions, which will help them to increase their work productivity. From this essay, it is undisputable that the organizations’ strategies will be very useful in increasing their productivity. Work cited Fullan, G, M. Change Forces - The Sequel: The Sequel: New York. Routledge 2009. Kotter, J, P. Leading change: London. Harvard Business Pres 2002. Read More