Leading Change

Fincham and Rhodes (2005, p525) define change management as ‘the leadership and direction of the process of organisational transformation – especially with regard to human aspects and overcoming resistance to change’.

Change is an ongoing and never-ending process of organizational life. The intensity of organizational change can range from the nominal to the radical. As Clark, Gioia, Ketchen, and Thomas (2010) mentioned, three degrees of change intensity are distinguished according to the amount of

When discussing adapting to change management the organization must consider implementation of core competencies that are new and innovative. These challenges faced by the organizations require agility and a shift in strategic congruence that strengthens market adaptation. As business strategies transition, capabilities within functional departments must evolve as operational strategies are implemented.

Innovation is the new and useful thing as it can be considered as a product or a service. It can also be considered as a method of organizing. Linda believes that innovation can be breakthrough or incremental. What we commonly believe is that the heart of innovation is the paradox. The organization needs to unleash the passion and talent of the people they need to harness them into the useful work. Innovation is a journey of collaborative problem solving among the people having significant points of views and

In order to examine this issue further, this research will look at a number of different sources. Contemporary managerial sources are explored in order to understand how other voices in the field are describing similar methods for change. First, popular structures for change management are examined, especially within their correlation to Palmer & Dunford (2009). This is followed with an extensive

After acquired to change management subject, I think that change is a state of transformation which results in an essential shift in the way we observe and interact with the world. The concept of change is more important in our lives as it enables us to face new experiences, either it be good or bad. To be safe from bad experience of change, knowledge to manage the change is compulsory for

Change management is guiding teams, individuals or an organization through a series of changes to move from the current state to the desired state. During this transition, the goal is to empower the people involved to embrace the changes and the process (Bassey, Solomon, and Omono, 2014). Management of change significantly contributes to its success. Change can be influenced by both internal and external elements. It can appear in different ways including a change of management, policies, organizational structure, objectives, business climate, employees and operational location. Whatever the reason behind the change, the aim of change management is to ensure it does not have an adverse impact on the organization or its

Each step involves communicating information and ideas to individuals and Groups. However, some change leaders speak to People’s feelings, in addition to providing the hard facts. Example of a Philosophy and Some Perspectives and Models From Which to Manage Change is more clear will be introduced in the article, for example:

In order to remain innovative or to become more competitive, it is essential that leadership establish a strategic innovative process to guide them through the entire course of action. To begin with, they must choose what type of innovation process that is right for their business. A end goal of this process could include

There are two types of change, one would be incremental change and the other, quantum change. Incremental change is a step-by-step change where the organisation has got the luxury of time to implement the change at a pace they are comfortable with, examples of such would be addressing problems like poor communication between departments, high absenteeism among low level

Innovation and change management have been and continues to be an important study on a number of levels. It plays significant part in economic growth as well as it is vital for firms’ survival and development. New ideas, new approaches and new products become critical guidelines in organisational strategy, especially for managers and business leaders. According to The Boston Consulting Group (2010) employers’ ranked innovation as a strategic priority with 26% citing it as a top priority and a

In simple words, we can explain this term as an event that occurs when decision taken by company to alter process, people or structure in part in response to internal or external factors.

Two people now took on prominent roles in Toyota’s development: Eiji Toyoda and Taiichi Ohno. In a way one can say their contributions were “just-in-time.”

The Toyota Motor Company continues to strive to be the global market leader in the automobile manufacturing industry. Over the years, Toyota has managed to remain the leader of this industry through its management structure, fuel efficient vehicle design and competitive pricing based on global market knowledge. Toyota has realized that environmentally conscious products were needed to ensure continued company (and sales) growth in the future.

The two types of innovation include exploratory innovation, which involves generating brand new ideas, and exploitative innovation, which involves modifying and improving ideas that already exist.[10][11][12][13] It is of importance to note that the ideas generated need to be useful in order to be considered innovative. Innovation should also not be confused with creativity, which is merely the generation of a novel idea that may not necessarily be put into operation, although these words are sometimes used interchangeably in research literature when speaking about innovation leadership. Innovation leadership is a quite complex concept, as there is no single explanation or formula for a leader to follow to increase innovation. As a result, innovation leadership encompasses a variety of different, activities, actions, and behaviors that interact with one another to produce an innovative outcome.