Innovation refers to the overall ability in application of creative solutions in given problems. This process acts as an effective application in the management of change in a given organization. The various unique approaches in adaptation of the philosophy and nuances in relation to change facilitate in a great way change management. Initially, after the change has been successfully effected, there is a tendency of resistance to the overall change. This is because many individuals have fear for the unknown. The fact that change and all that accompanies it is an inevitable phenomenon is an issue many individuals especially in the corporate world would agree on. Further, it is vital to note that, this process is a strong economic force that is naturally growing and maximizing its effects over the years. Therefore, any individual or corporate attempt to preserve the status quo is likely to lead to any company or aspiring business personnel to miss out on the vital opportunities that the world of business has to offer. It is important to note that this opportunity may be short lived or non-recurrent. Therefore, the process of integrating and conforming to innovation and change together with the effective management of the latter is an important step in the business undertaking of the concerned individuals or corporate. The aim of this report is to follow through the important steps in the development of innovation and change in the world of business today. Further, the report aims at bringing out the importance and relevance of incorporating vital managerial skills in relation to the current and prior trends in innovation matters. It’s by saying this that a company like Research in Motion limited should strive to stay in the mobile phone market and compete with companies like Apple and Samsung. This calls for innovation which simply refers to introducing something new. The following are the four basic steps to innovation used by the Blackberry Company: the generation of new ideas, finding new uses for existing ideas, framing non-industrial needs to my field/knowing the latest trends and lastly putting these ideas to the test. Companies like Apple are also keen on ensuring innovation and this has seen them develop products such as the ipad which is fast gaining popularity.
Evidently, technology continues to offer possibilities that most individuals can only barely grasp (Mayle 2006, p 1). The concept of innovation and organizational change has become synonymous with the current batch of business organizations in the recent years. Politicians and business leaders have constantly been urging the industries and organizations to positively respond to the competition by becoming more innovative, whilst management gurus have better achieved best-seller status by offering the best recipes of how to enact such vital changes successfully (King & Anderson, 2002, p 2). Politicians view innovation as a pathway to economic success which translates to political stability. This is why organizations like NASA have been set up to continuously come up with innovations that help grow the economy of their host countries.
At a general level, the formulation of a definite definition of organizational change which incorporates all aspects of change within all forms of organization can be made. Under such a broad definition however, the respective change could range from corporate restructuring and the replacement of key personnel through to the minor modification of basic operating procedures within a particular branch or plant (Andriopoulous & Dawson, 2009, p 14). The purpose in question shapes the definition of this term. For instance, it could be defined as the process of moving from some current state to some future state that, whether planned or unplanned, comprises the unexpected and unforeseen as well as the expected (Andriopoulous &Dawson, 2009, p 14). In the recent years, there has been a couple of organizational changes and process. These include the uptake and use of new techniques in relation to the overall management and also the adoption and use of advanced communication and information technologies. Further, there has been a growing body of research and activities by various individuals and corporate in the study of these changes. There has been a continuing growing interest towards the use of novel modes and methods of working and further, alternative ways of ensuring that an organization is at its level best. Although this process has resulted in pooling of a large body of knowledge and know how on new forms of work organization, the conceptual and further theoretical comprehension of this change process has not successfully provided any lasting prescriptive answers. As (Pettigrew 2003, p 351) concludes from their extensive study on the subject matter, that the constant process of change and renewal means that, whilst scholars and managers can take forward certain key messages, there will always be a need for more research on innovative forms of organizing.
The literature variation in the process of defining organizational change is evident. These variations emerge from the emphasis point in the definition, including and ranging from aspects such as political processes, leadership issues, business market dynamics and also technological advancements. The dimensions of change that run through the organization are different and diverse. First, there is the movement over time from the present or current situation and state of the organization to some future state (Beckhard & Harris, 1987). The second dimension relates to the scope and scale of the change of the organization in question. However, the speed of the involved change is at some instances linked to the scope and scale of the organizational change. For instance, the first order incremental change is mostly perceived as a reflection of a slow but adaptive movement that helps in refining instead of revolutionizing the current structures in place and operational programs and procedures. Further, the second order discontinuous change is perceived as to be of a higher magnitude in the transformation of the very nature of the organization in question. It is important to note that these changes may be anticipated in terms of incremental fine tuning and further to major companies’ reorientation. They may also be reactive to changes that were not anticipated in relation to the business market undertakings.
Any individual who has been charged with the responsibility of managing and processing the introduction of various innovations in a given organization will know that there is much more involved in the whole process than just taking a single decision in the adoption and implementation of the change (King & Anderson, 2002, p 149). Often, it requires quite a diverse range of activities and undertakings prior to and following the subsequent adoption of the decision. On normal settings and occurrences, these would include aspects such as fact finding, formal and informal negotiations and discussions on the related innovation, political maneuvering, and many more. Another vital and viable strategy is to study the innovation processes retrospectively (King & Anderson, 2002, p 150). A major arising issue in relation to this type of research is that many individuals tend to reconstruct events and happenings from simply memory in a way which makes them to be perceived as more orderly and logical than they were. Further, it is vital to note that the chances of these individuals forgetting important details concerning the subject matter are high. This aspect of the situation may impact negatively to the end expected results. The vital aspect of validity and reliability of innovation and the histories concerned can effectively be enhanced by triangulation of various available methods. This process includes the use of combinations of the numerous methods that are available for adoptions and those that seem feasible and productive to the concerned organization. Various combination methods and modes such as the use of questionnaires, interviews, and also analysis of available relevant documents and information is a mode of conduction that can be adopted by the concerned managers in a given organization (King & Anderson, 2002, p 150).
However, the fact that the innovation process can be shown in various numerous and diverse ways does not mean that there is nothing in common to all or most cases of the respective innovation. This is to say that the innovation process only differs in some aspects and respects. There a crucial need in assessing what the pros and cons are of putting forward a generalized image or model of the innovation process.
There are a number of important factors that help in promoting change. These factors have been identified in a number of literature articles. These factors and elements are seen to consist of sub-elements both within and outside a given organization. One of these includes government laws and regulations in relation to innovation and change, or the general running of a given organization or a collection of them. The government policies on the firms and running of the business can directly influence not only the trends, but also the practices of organization. These actions can foster the change of normal practices or enhancement and reviewing of the existing practices by the firms. The government’s law and regulation policies would in various cases include, prohibition or legislation on age discrimination, world treaties and agreements in relation to various national policies on pollution and also the environment and further, international agreements and settings on tariffs and trade. Further, major events in relation to the existing political stand and social events may impact on the functioning of the existing organizations. An example of such a situation would be the currently changing inter-relationship and rising tensions between America and the Middle East. Another example would include the Australian relationship with their East Asian neighbors (Andriopoulos & Dawson 2009, p 16)
Globalization is another major factor that can influence and promote organizational change. Globalization refers to the description of processes by which regional economies, cultures, and societies have become influenced and integrated through various global networks of political ideas. It is enhanced through the use of transportation mechanisms, current communication modes and methods, and trade. The existing organizations may find the need to accommodate various new competition and pressure on both the local home market and the international market overseas.
Technology is major influencer of the modes of operation adapted and used by various organizations (Tidd & Bessant, 2009).Most organizations endorse modes of operation that are best suited with their needs. This therefore implies that firms will tend to use the most efficient modes of production in ensuring that they not only are able to maximize profits, but also to effectively serve the purpose of ensuring that they produce standard commodities. It is vital to note that most organizations that are involved in the specialization of high technology products are often prone and subjected to the problem of technological obsolescence. Therefore, these organizations are kept in a constant need to not only introduce new technology in the market, but also to ensure the subsequent endorsement of the same. This process helps in a big way in ensuring that the concerned organizations are in line with the competitions and requirements of the current market.
The process of managing change and innovation can be done in several ways. Firstly, it is very vital to emphasize and clearly break down the need for change to all parties involved in a particular setting (Tushman & Anderson, 2004).The basic yet effective method of ensuring this is through proper communication. It is vital that a balance is struck in this area. This is because, for instance of the fact that too much negativity will eventually lead to making the concerned individuals in the organization discouraged. The effect of this will be that there is minimal or no motivation towards change to the concerned people. This eventually impacts negatively to the goals of the organization. Therefore, the process of informing the people on what is happening is vital. The fact that these individuals may have better ideas that were previously not thought of should not be underestimated.
Secondly, it is vital that the individuals concerned learn how to deal with the possibilities of resistance that may be forthcoming. The aspect of resistance is bound to be present in the whole issue of introducing and incorporating change in the management system of a given organization. There are various methods of ensuring this process is effectively practiced by the concerned firm. For instance, training and communication is one major and popular mode of reducing resistance (Brown & Osborne, 2005).This process involves informing or educating the personnel in the organization before he change is actually carried out. This can take the form of various meetings, reports, presentations and even announcements. Participation is also a major effective mode of dealing with resistance. It is evident that when individuals who are resistant to change are asked to participate, they are less likely to react (Kotter & Schlesinger, 1979). Further, the importance of support cannot be overlooked. It is a process that involves mainly listening to others when certain problems arise. This is something that one needs to be proactive about. It is vital to note that this aspect can be time consuming but more importantly effective in helping the process of change to take place without any problems. Last but not least is the process of negotiation. This method of imputation is the least popular as it offers inducements to any other potential resistors. However, it can be very effective if a given firm may end up loosing out as a result of change. It is important to note that vision is vital for the growth and running of a given organization (Kotter 1995). In one medical technology company that is located in New Jersey, the talent manager was charged with task of creating a corporate university for the company, Becton, Dickinson and Co. The university was targeted to equip the 25,000 employees that the company had with information on emerging market trends, technology, and also to help them nurture their talents (Kathryn, 2005). This is an example of a company that has learnt to manage change in the market to fit its vision. Through this corporate university, the company has been able to achieve increased profit margins, motivation of employees, and nurturing of talents by being able to manage the change in their market- the need for information and the fast evolving trends in the medical technology environment.
This report has integrated various components of change and innovation. It can be noted that the report clearly provides for the fact that organizational change and innovation, the order not withstanding, must be part and parcel of the workings of the organization. The fact that these aspects are inevitable therefore means that there needs to be a clear guideline for the involved persons towards the implementations of these vital processes.
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