LDRS 612: Leading Change and Innovation at George Weston Organisation

This presentation examines organisational change and innovation at George Weston Limited, focusing on the introduction of High-Pressure Processing (HPP) as an innovative food preservation technology. It highlights the benefits of HPP, including improved food safety, retention of color and nutritional components, and environmental friendliness. The presentation also addresses potential employee resistance to technological changes, stemming from fears of job displacement, the need for additional training, and potential demotions. It emphasizes the importance of communication and reassurance from transformational leaders in overcoming this resistance, ensuring employees are informed about the benefits of change and understand the new organizational goals. The presentation concludes by stressing the role of effective communication in keeping employees updated and engaged throughout the change process.

Running head: CHANGE AND INNOVATION IN ORGANISATION
Change and Innovation in Organisation
Name of the student
Name of the University
Author note

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CHANGE AND INNOVATION IN ORGANISATION
The first slide discusses about the organisational change in George Weston Limited
where canning was previously used as the food preservation technique. The transformational
servant leader brought about the innovative technology of high pressure processing that can
be helpful in relation to food safety.
The second slide elaborates on the advantages in relation to technology changes in the
organisation. It states how the aspect of high pressure processing can retain the colour and
preserve nutritional components that can be useful for the organization. The environment
friendly technology can help in increasing the profit of George Weston Limited.
The third slide talks about the kind of resistance that can be raised by the employees
of the company. The employees of the company will be resistant to the changes as they fear
that it would lead to technological unemployment. The using of the new technology in the
organisation would make education necessary for the employees and hence they would
oppose the organisational changes.
The fourth slide discusses that the workers would fear that they would be subject to
demotion in the event of them not learning the new skills. The employees would feel that
they would not be able to do the task efficiently and hence they would not be productive in
the organisation.
The fifth slide states that informing the employees is crucial for a transformational
leader and it can help in communicating the benefits that change would be able to bring about
within the organisation. The reassurance of the employees by the transformational leader can
act as an effective step that can encourage the employees of George Weston Limited.
The sixth slide talks about the importance of communication that can help the
employees in staying updated in relation to the organisational changes. Defining the expected

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CHANGE AND INNOVATION IN ORGANISATION
results to workers of the company can help the employees in knowing about the new goals
pertaining to the organization.

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CHANGE AND INNOVATION IN ORGANISATION
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Weston.ca (2018). George Weston Ltd.. [online] Weston.ca. Available at:
http://www.weston.ca [Accessed 13 Sep. 2018].