Assignment 3 Understanding Innovation And Change In An Organisation

Kreitner, R., & Kinicki, A. (2013). Organizational behavior (10th ed.). New York, NY: McGraw-Hill/Irwin. Retrieved from

It is the end of the 2011 financial year. You are an external change management consultant employed by Fast Track Couriers. You have been asked by the General Manager to develop a change management strategy and present the strategy to management for approval.

Knights, D. & Willmott, H. 2007. Introducing organisational behaviour and management. Australia : Thomson, 2007, pp. 344-372.

Understand How to Plan, Monitor and Review the Implementation and Communication of Innovation and Change in an Organisation

Robbins, S. P., & Judge, T. A. (2011). Organizational Behavior (14th Edition). Boston, MA: Prentice Hall.

Innovation and change that is brought about by it can completely redefine the playing field, new products and services can be created/built/designed. It can add efficiency to current work processes and services and also has the potential to build a whole new market place. All of this should increase a company’s earnings, profitability and competitive advantages over others

Leading Innovation and change being part of managing human and organization behaviors is kind of a complex processes that include several factors, stages, models, perceptions and definitely outcomes. In this paper I will get a deep dive and close up view stating the various definitions, different related models, how they work in practical life and what kind of failures such models face in real life implementation; along with a self reflection to the applied experiences of such

The environment of an individual including culture of the company, management style, level of stress at work, etc…are also very important factors.

A wise man once said, “The only permanent thing in the world is change,” an adage that rings especially true for organizations in this fast-changing era of technology and communication. Daft very deftly puts the inescapable need for change in three simple words, “Innovate or Perish” in his book “Understanding the Theory & Design of Organizations” [2].

As a manager you deciding whether to make an innovative change within the workplace you must first ask yourself these important questions: 1. what is needed? 2. does the organisation currently have sufficient and suitable resources? 3. is external expertise required? 4. what consultative processes might be required? 5. how can resources and support be improved? 6. do staff know how to access or utilise resources? 7. is the environment conducive to the develop ideas and cope with change? 8. do employees know how important innovation and continuous improvement are? 9. do staff have the necessary skills to develop ideas and cope with change? 10. do staff feel safe enough to contribute toward innovation?

In developing an organization and preparing for the changes necessary a reliable change management plan is often required to overcome workplace resistance when employees are presented with a new way of doing things. Change management is a strategy designed to transition from the status quo to some new ideal way of doing business. CrysTel, a growing telecommunications company, finds itself in a very dynamic industry that along with frequent advances in technology will dictate that it adapt to rapid and persistent changes. Developing a successful change management plan for CrysTel will have distinct goals: optimize flexibility, promote innovation, and sustain change. Change management at CrysTel will involve identifying the strengths and weaknesses of departments within the

Bloisi, W., Cook, C. & Hunsaker, P.(2003). Management and Organisational Behavior: European Edition. Berkshire: McGraw-Hill Education

The support for innovation is the symbols and rituals, whose main objective is to identify innovative behaviour and an incentive for this type of behaviour.[15] a dimension of the

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

An innovation is considered as either an idea, behavior, or object that is perceived as new by the receiving audience, and innovations can offer three valuable insights into the process of social change which include: what qualities make certain innovations spread rapidly than others, the value of peer-peer conversations and peer networks during social changes, and assessing and understanding the needs of different individuals in a specific population (Rogers, 2003, p 35-36). One of the most pressing obstacles for Human Resources departments and organizational management is the ongoing development of employee’s talent that is capable of meeting the business objectives