Process of Organisational Change Management

The word document shows the flow of the position papers. number of the position papers are 3 and each with 3-4 pages.

Running head: MANAGEMENT OF CHANGE AND INNOVATION
MANAGEMENT OF CHANGE AND INNOVATION

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Table of Contents
Introduction...........................................................................................................................................3
Discuss two different issues...................................................................................................................3
Discuss how management manage and implement changes in an organization.....................................3
Response to Organisational Change:.................................................................................................3
Process of Organisational Change:....................................................................................................4
Resistance to Change:........................................................................................................................5
Discuss the process and technique contribute to innovative thinking either for themselves or their
employees..............................................................................................................................................6
Process of innovation.........................................................................................................................6
Challenges in Innovation...................................................................................................................7
Overcoming resistance to Organisational alteration:.............................................................................9
Conclusion...........................................................................................................................................11
References...........................................................................................................................................12

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Introduction
This report presents different issues of change management. It also illustrates the
process of change management and implements changes management. It demonstrates the
resistance of changes, and the process of changes takes place. It also discusses the processes
and techniques that can contribute to innovative thinking either for them or their employees.
It also addresses the processes of innovation and the challenges of innovation. It also
evaluates the strategy to overcome the resistance to organizational change.
Discuss two different issues
Following are two issues that drive the Al Maya Group, UAE to make changes at the
workplace:
Change in Technology and Equipment:
Advancement in technology could be a major reason for the change. Furthermore,
each technological alternative outcome in new systems of a firm in order to meet and match
the requirements.
Changes in the Managerial Personnel:
One of the key reasons for changes in the workplace is the change of managers at the
top level. Moreover, it is identified that no two executives have similar styles, capabilities as
well as, managerial philosophies (Harter, Billy, & Palla, 2018).
Discuss how management manage and implement changes in an organization
Response to Organisational Change:
Each change in Al Maya Group, UAE is responded through individuals who work at
the workplace. This response could be favourable and unfavourable that is relied on evidence
as to how they influence an individual. Before considering the change, executives should
investigate and comprehend the attitudes of employees so as to develop a favourable response
(Thakur & Mangla, 2019). Along with this, different sets of factors could be considered in

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change such as personal, social-govern, as well as, psychological aspects and it is all related
to the attitude of individuals (Evans & Kitchin, 2018).
Process of Organisational Change:
The change would have a low impact on the significance of the firm, in spite of
behavioral patterns of workforce change.
A highly accepted model to bring transformation in people was recommended through Kurt
Lewin with respect to the following procedure:
(1) Unfreezing:
The essence related to the unfreezing stage is that individuals are made to feel that
their attitude, perceptions, and opinions are no longer feasible towards the existing situation
within Al Maya Group, UAE. After convinced, individuals can transform their attitude. In
this way, the company should focus on rewards for those willing to transform and
punishment for others.
(2) Varying
After influenced as well as prepared to transform, a person under this stage is learning
to act in an innovative manner. In this phase, Al Maya Group, UAE can consider the model to
identify their business activities. Furthermore, the company can perform according to the
model. In another procedure, a person could be located in condition wherein new behavior is
highly required in case of operating in an effective manner (Syed, Murray, Hislop, &
Mouzughi, 2018).
(3) Refreezing:
At the time of this stage, an individual can practice as well as trial with fresh
technique of behaviour as well as identify which it can significantly integrate the other
behavioural attitudes. In addition to this, reinforcement could be used to develop a permanent

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set among individuals as well as, it is offered via either recurrent and constant schedules
(Roberts, 2018).
Resistance to Change:
Resistance to change could be categorized into different forms such as industrial
resistance and organizational resistance. It is described as given below:
1. Industrial Resistance:
The following reasons indicate the resistance to changes among individuals:
A. Economic Reasons:
(a) Hopelessness of Skills
When an individual feels that with initiation of fewer procedures, their competencies
would just become obsolete, then they would resist the change in Al Maya Group, UAE. For
instance, thirty years of experienced marketing managers are quite likely to resist the
initiation of computers in order to develop the wage bill because they feel that may influence
the pay as well as, position (Han, Håkansson, & Lundmark, 2019).
(b) Fear of Financial Loss
An individual can repel the changes when it creates the chances to decline the income
in a direct and indirect manner.
B. Individual causes
(a) Ego Defensiveness:
The sales executives might lessen recommendations of salesman because executives
observe that their ego could be deflected through tolerant to suggestions (Duemmler, Felder,
& Caprani, 2018).
(b) Status Quo:

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There is a large number of individuals who feel comfortable in the context of the
status quo as well as, strongly resist the transformation because it could consider the risk and
uncertainty.
(c) Fear of Unknown:
Change demonstrates the unidentified activities as well as it also postures continuous
risk as well as, wounds individuals. Due to fear of the unknown, an executive could refuse
the promotion that has the requirement of relocating to another public.
C. Social Causes:
(a) Social Movement:
Initiation of transformation i.e. moving could outcome in the contravention up to the
workgroups as well as, thus outcome in disturbance about current social associations among
individuals (Tyson, 2017).
(b) Peer Compression:
When transformation is unwilling towards peers, they can power employee who are
determined to accept modification and resisting it.
2. Organizational Conflict:
Conflict could be demonstrated as a firm-level where some of the companies are
highly intended that they resist innovations.
Discuss the process and technique contribute to innovative thinking either for
themselves or their employees
Process of innovation
Incremental innovation
It is a significant approach for Al Maya Group, UAE as this approach focuses on
developing new products and services with different goals:
 To increase sales as well as profits for recent goods as well as services.

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 To keep existing business theory.
 To develop a commercial model rather than focusing on cannibalizing existing ones.
This approach could be significant for the Al Maya Group, UAE since it declines the
uncertainty that radical innovation generally considers. In addition to this, Al Maya Group
can focus on higher human capital, resources as well as, capital find that could be highly easy
for them in order to consider this innovation platform and it provides clear benefits. These are
discussed as given below:
It is supportive for firms in order to remain competitive whereas profiting through
products they are already creating in the next generation. Furthermore, ideas are easier to sell
while a customer is implemented to a type of product and services, they address it easier to
comprehend and purchases new improvements. The development procedure is not impossible
as long as the firm is already having all infrastructure and capital required in terms of keeping
innovation on the same types of products and services (Glegg, Ryce, & Brownlee 2019).
Challenges in Innovation
Lack of motivation among employees
There is the number of managers who speciously viewed that innovation would prove
to be more related to hindrance as compared to supporting infirm while it comes to the
workforce’s focus, fearing that innovation would divert them from day to day responsibilities.
Consequently, workforces are not empowered to creative. Workforces should need to create
the freedom to take the uncertainty and making efforts for new ideas. However, this internal
innovation could not be met without assisting the managers as well as, other leadership
(hakur & Mangla, 2019).
When workforces do sense empowered then they have required the motivation.
Moreover, workforce motivation for the sake of innovation could come in different forms

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such as incentive initiatives and contests for inventors and simply set the time for
unstructured innovation of workforces.
Lack of Collaboration
The key to innovation is related to collaboration both externally and internally.
Furthermore, industry partners, customers, as well as, the rivalry could be considered to
practice the innovation of the firm forward in the industry (Akingbola, Rogers, & Baluch,
2019).
Prior before the change take place
Under the contemporary business atmosphere, the firm is fighting to the battle of
rivalry through developing their adaptive competencies as well as, readiness to coping in
against to pressure of transformation. In the present condition, top management provides
highly significance to change management procedures and the requirement for being
resilience and adaptable to tackle the increasing eco-friendly uncertainties and viable threats.
Consumer requisites Continually Evolving
Clients that were satisfied with existing business at the time to steady opening hours
just years ago and current expecting that commercial to be open as well as, available to swipe
of a smartphone. As globe changes, customers have to need to change as well as, grow, and
developing demand for forms of goods as well as services. It can create parts of chances in
firms in order to achieve such requirements (Flinchbaugh, Schwoerer, & May 2017).
Changing Global Economy
Economy could inspire the firm in both unfavourable as well as favourable manners
but, both could be stressful. The strong economy as well as, rising demands for goods as well
services would mean that Al Maya Group should consider the growth that may involve
addition of employees as well as services. These transformations provide the chances to
employees however, to demonstrate the new challenges (Ilsøe & Felbo-Kolding, 2017).

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A weak economy could develop even more issues as the firm addresses itself that have
required to make a complex decision. It could impact on salaries and benefits of workforces
as well as, it can threaten to their tasks. The competencies for managing both ends for
spectrum are significant for firms that wish to keep the strong brand as well as, strong
associations with consumers and workforces.
Overcoming resistance to Organisational alteration:
(a) Education as well as Communication
One of significant strategies for overcoming the fighting to transformation is to create
awareness among individuals who can resist it. In different conditions, individuals do not
adequately comprehend the change and therefore becoming afraid of its results and resist
changes. There is a need to think regarding how the transformation would influence the
workforces. Al Maya Group should listen to the reactions of workforces and do not discount
to their fears and concerns. It can be responded through identifying the feedback and
illustrating the causes of changes and their impact on the firm (Martin, 2018).
(b) Participation as well as Contribution:
When assistants permitted to involve as well as participates themselves under change
procedure (decision-making about execution of alteration) and its miscomprehensions
regarding consequences of alteration cleared. They may also feel fulfilled as well as, did not
oppose alteration. It also considers as different workforces as possible rapidly in the
procedure of change. In addition to this, Al Maya Group should ask workforces for input on
how transformation can be executed. The company can get each workforce involved in
significant decisions regarding the department and its own responsibility. It can also
participate in the workforces and gives them time for assessing, thinking about as well as,
adjusting to new ideas (Mertens, et al., 2016).
(c) Support:

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Support could be emotional and facilitative. In addition to this, managers can deal
with possible confrontation by being helpful. It considers attending, offering emotional
provision, and offering exercise in competencies. Design thinking could spark creativity as
well as, enable firms with better knowledge about their end-user. In spite of considering
thinking of senior leaders, workforces can create and offer the products and services they
understand their wants of customers. During the day, in order to accurately motivate
invention in the firm, senior leadership does require to prioritize these creativities. It can
consider the right culture, organizational design, and mindset in order to enable the bottom-
up. However, innovation should be championed as well as, funded from top-down (Booth,
2017).
(d) Incentives:
Providing incentives is a significant mode in order to overcome the resistance to
transformation. There is a need to offer incentives like a bonus system of Goggle and cash
prices of Al Maya Group could support in spurring the innovations. Another option is about
offering workforces some kinds of equity when a product launches. In Al Maya Group, there
are limited resources hence incentives can provide workforce week offs to recharge and
treating the team for lunching and organizing an office party. There is a need for the company
to have a mechanism as well as, structure to offer incentives as it aids to enable innovation.
There is also a need to consider mentoring, structure, as well as, procedures for fundraising as
well as, competency to prototype and test. Employees should not be asked as well as,
incentivized to modernise without capitals they require to be significant (Khari & Sinha,
2016).
(e) Train Employees in Design Thinking
Another strategy that company can take in order to inspires the innovation for
utilizing the design thinking. It is identified that design thinking is significant competency for

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all workforces that could be qualified in. Along with this, design thinking is customer-centric
strategy in order to brainstorm innovative ideas as well as, solving the issue. It is an essential
element for lean innovation. The procedure can be popularised through global design firm i.e.
emphasized detecting end-users in its natural atmosphere to healthier comprehend requires of
consumers as well as uncovering distinct perception which can direct to opportunities for new
business (Jaakson, Vadi, Baumane-Vitolina, & Sumilo 2017).
(f) Dedicate the Right Resources
Invention has required a wider area of resources by dedicated time as well as backing
to extra office space as well as, supporting the employees i.e. relied on the scope of research.
There are some firms that can develop innovation teams and set of cross-functional
workforces that emphasized creating goods and services and procedures for firm.
Achievement of groups could be relied on whether they are chosen adequate capitals such as
period that it takes for brainstorming as well as, developing innovative ideas (Hayes, 2018).
Conclusion
From the above interpretation, it can be concluded that there are different issues in
organisation such as changes in technology and changes in managerial personnel. It can be
summarised that Kurt Lewin change management model could be used to process the change
in the workplace such as freezing, changing, and unfreezing. There are different factors that
can resist change in the workplace. These factors are obsolescence of skills, fear of economic
loss, ego defensiveness, status quo, and fear of unknown. It can be summarised that
incremental innovation could be used for innovating the products and services at the
workplace. It can be also concluded that a lack of motivation and lack of collaboration
between employees is key challenges for implementing innovation. It can be recommended
that the company should focus on participation, education, training, and incentives that could
be used to overcome the challenges of innovation in the workplace.

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