Changing Organizational Life: Leading Organizational Change and Innovation Strategies
Introduction
Innovation leadership in the 21st can be a great way to help bring about change in the IT industry (McEntire & Green-Shortridge, 2011). The IT industry is based on the idea that great products require great minds to constantly push the envelope. At the same time, changing organizational life is not easy. Anytime there is a change, there will be obstacles: people who do not like change pushing back and resisting the change. For that reason, leaders have to show respect, appreciation, empathy, fairness and honesty by explaining the logical reason for change, how it will help, and why it is important to embrace (Victor & Franckeiss, 2002). This paper will discuss the reality of changing organizational life; the strategies I will focus on to become a stronger leader of innovation and change; how my strategies are related to my own values, beliefs, and perceived strengths acting in organizations of innovation/change; how I believe these strategies will lead to me being a better leader and ultimately being part of a better functioning organization; a few examples of what acting on these strategies would mean; areas I believe I need to continue to learn and grow in when leading innovation/change; and action steps I will take to continue to improve as a leader of innovation/change.
The Reality of Changing Organizational Life
The purpose of change management is “to assist the organization in achieving its goals which cannot be attained with the existing organizational structure, functioning and client servicing, and to minimize the adverse effects of any changes made” (Vedenik & Leber, 2015, p. 585). However, changing organizational life can be difficult. Workers may resist and frustrate plans for change. To get everyone on board with change, the leader has to be good at communicating the vision of change. The leader also has to be respectful towards all workers and mindful of their feelings and fears. A good way to help workers get on board with change is to use the Kotter 8-step model of change:
1) Create a sense of urgency
2) Create a guiding coalition
3) Create a vision for change
4) Communicate the vision
5) Remove obstacles
6) Create...
References
Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), 291-298.
McEntire, L. E. & Greene-Shortridge, T. M. (2011). Recruiting and selecting leaders for innovation: How to find the right leader. Advances in Developing Human Resources, 13, 266- 278
Termeer, C., & Nooteboom, S. (2014). Innovative leadership through networks. Public Innovation through Collaboration and Design, 170-187.
Vedenik, G., & Leber, M. (2015). Change management with the aid of a generic model for restructuring business processes. International Journal of Simulation Modelling (IJSIMM), 14(4), 584–595.
Victor, P. & Franckeiss, A. (2002). The five dimensions of change: an integrated approach to strategic organizational change management. Strategic Change, 11: 35-42.
Change Management Theory Change management is a discipline studied and implemented in various organizations. The existence of this discipline spans for over half a century currently. Thus, it is a discipline of old time, with quite a number of years in existence. However, it is surprising to note that despite the huge investments that various organizations and companies employ to facilitate organizational change studies still indicate that between 60% - 70%
Organizational Behavior One of the most immediate changes that happened in my college just recently is the introduction of online library services that allows me to access important resources I need for my studies more easily anywhere I go. Similarly, technological change has brought about significant changes that made my tasks at the firm more manageable and faster, allowing me to perform optimally. Evidently, environmental forces greatly influence changes among organizations
organizational change by using Tesco plc as our organization of choice. The concept of change is explored from definition to effects that it has on an organization. Change resistance and the resulting conflict are also discussed. Finally, a recommendation of how to effect change is provided., Organization culture, a term that which refers to a collection of policies, values, beliefs as well as attitudes (Mullins,2010) is a very critical element
HR Management: Organizational Change Why is organizational change so difficult? What is the role of the HR specialist in the change process? There is no question that change is often difficult for organizations. As a matter of fact, change efforts are often times met with large-scale resistance from staff and employees, the reason being that humans are naturally resistant to change. This inclination to resist change stems from the idea that change
Organizational Change in the Public Sector This research proposal explores the feasibility of management in the public Sector as an organizational paradigm and new model in organizational development. The literature review reviews numerous journal articles that explore on the key concepts of change management strategies from a public sector project management perspective. The authors suggest that employee's participation, effective feedback across the board, and empowerment of subordinate staffs is a major
Exploring the complex web of meaning and interpretation attached to concepts like nostalgia would illuminate aspects of resistance in ways that current rationality-based theories do not. Greater attention to affect, identity, symbolism, aesthetics, and related subjects would provide a useful balance to change and innovation research. It is important to acknowledge the many sides of human beings and consider how they may figure in starting, sustaining, and resisting change. We
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now