Organisational Change Management: Innovation, Theories, and Business

This essay delves into the concept of organisational change, emphasising its importance in today's competitive business environment. It differentiates between change and innovation, providing examples from the education sector, such as online recruitment and e-libraries as changes, and online learning and robot lecturers as innovations. The essay also links these concepts to established change management theories, specifically those of Kottler and Lewin, highlighting the need for organisational readiness and a phased approach to implementing changes. The conclusion underscores the necessity for organisations to embrace change and innovation to remain competitive and achieve growth. Desklib offers this essay along with a wealth of other study resources for students.

ORGANISATIONAL CHANGE
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Table of Contents
Introduction......................................................................................................................................3
Concept of change in business.........................................................................................................3
Difference between change and innovation in organisational context............................................3
Example of change and innovation in university............................................................................4
Linking with appropriate change theory..........................................................................................5
Conclusion.......................................................................................................................................6
Reference List..................................................................................................................................7
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Introduction
This project focuses on the change in the organisation through innovation and upgradation. It is
true that change in management of organisation is very important in this competitive era. It is
necessary to find that which type of change in the management of human resource is beneficial
for an organisation. The organisation needs to adopt the new technology and the modification so
that they can survive in the world of competition. In every sector either is corporate sector or
education sector, changes are required with time so that people can become smarter and live the
life easier. Technology is an innovation that has happened and affects the world a lot in a
positive way. Every sector of corporate as well as education is taking the help of new technology
so that they can provide better future to the world and will not stay behind with others. In the
today's world of competition, if any organisation is not participating then that is out of the game
and will not survive for a long time. Organisational changes are very industry and it it is
beneficial for the growth of the company.
Concept of change in business
As stated by Georgalis (2015), changes in business are very important for an organisation to
survive in the world of competition and for the growth of the organisation. Organisation needs
changes in the strategy of business, the structure of business, the methods of operation,
technologies of business, the culture of organisation and many other things within that
organisation. These changes affect the business of the organisation in a positive manner as these
changes are required with time. As stated by Boer (2017), there is not more innovation but the
modification of the old strategies and processes with time and technology.
For the efficient operation of an organisation, it is necessary to adopt the new changes and
modification of the old processes. Every organisation wants to remain always a step ahead of the
competitor or rivals, not fall behind. In accordance to Lozano (2015), for sustainability of an
organisation, it is necessary to address soft issues by the organisation and it helps the
organisation to move equilibrium level from unattainable level. In business sector, innovation, as
well as changes, is required with time. The innovation of technology has impacted the world of
business a lot in positive way. The management of the organisation has a great role in
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organisational changes as they are the one who needs to accept the latest changes of the world
and implement them within the organisation.
Difference between change and innovation in organisational context
As stated by Bourke and Crowley (2016), innovation is nothing but a process of
generation of new ideas and its implementation that is built upon skills, personnel, and resources
within the organisation. Innovation is a type of structural process. Innovation is almost mean to
create new foundation for building the new construction with different features. As an example
innovation means to break down the existing wall to create more space or to place new wall for
the extra room. The nature of innovation is transformative. Innovation is all about creating new
opportunities and finding the vision. Innovation is an approach that is inside out and it comes
from inside of the person or organisation or society. Innovation needs a strong mindset because
innovation can be done by a person who has power to give an excellent performance.
As stated by Carnall (2018), change is a process which is incidental. It is all about modification
of rules, infrastructure, processes and workflows to get better results. For example, while staying
in a room, people do some changes like changing the colour of the room, the placement of
furniture and many things. The nature of the change is administrative. Changes do not require a
creative nature or a vision. As stated by Day (2017), the approach of change is outside in and it
does not require a strong mindset. While working in an organisation, one just needs to
understand how to improve current situation.
Changes and innovation are not same at all but they can go together. It is very important for an
organisation that when the organisation needs the changes and when some new innovation is
required.
Example of change and innovation in university
It is true that innovations, as well as changes, are growing together in every sector
whether it is working sector or education sector.
Changes in the university
Online Recruitment
As stated by Lozano et al. (2015), online recruitment is a change that happens in the
university. Earlier, the students had to go to college to get information about the admission but
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now it is very easy to get information about recruitment online. Students can get information
about all the universities around the world and to know about the facilities as well.
E-Library
As stated by Lozano et al. (2016), previously, students have to go to universities to take
books from the library. Sometimes the library had not proper numbers of books for every student
but now with the help of E-library, it is possible to read any book anywhere.
Innovation in the university
Online learning
Online learning is an innovation that has happened in the universities and it has affected
the education sector in positive way. Students are able to learn without going to the university
and use the study with their work. It is an innovation as it is completely a new process of
education.
Robot Lecturer
In some universities, robot lecturer is available. This is an innovation as it comes from an
idea and strong mindset. Robot lecturer provides good information and does not make any6
mistakes. It is the best innovation in education sector.
Linking with appropriate change theory
The management change theory of Kottler
As stated by Goulden and Spence (2015), Kottler states that to bring a change in an
organisation, it is required that whole organisation is ready for the change. Every employee
should be happy with the changes. The organisation needs to focus carefully that what type of
changes is required and when. The changes should be beneficial for the whole organisation. The
management should convince the whole organisation that the changes are really needed. There
should be the proper reason for changes and the management should communicate with the
whole organisation about the vision. The management should be ready to face the obstacles to
implement the changes.
The management change theory of Lewin
As stated by Montano et al. (2014), Lewin states the model of three phases of changes
that are unfrozen, change then freeze. Lewin explains the necessity of organisation changes with
the help of change in the shape ice block. The first step is to talk about the changes to whole
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organisation. The second step is to do the changes. The last step is to help the organisation to
accept the changes.
Conclusion
This project focuses on the change in organisation with the time and with the latest
innovation and changes. In every sector either is corporate sector or education sector, changes
are required with time so that people can become smarter and live the life easier. For the efficient
operation of an organisation, it is necessary to adopt the new changes and modification of the old
processes. Every organisation wants to remain always a step ahead of the competitor or rivals,
not fall behind. Organisation changes the strategy of business, the structure of business, the
methods of operation, technologies of business, the culture of organisation and many other things
within that organisation. These changes affect the business of the organisation in a positive
manner as these changes are required with time. If an organisation does not think about the
changes in the process, strategy then it will not able to compete with others organisation. In the
today's world of competition, if any organisation is not participating then that is out of the game
and will not survive for long time. Organisational changes are very industry and it is beneficial
for the growth of the company. The management plays the best role for the changes in the
organisation.
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Reference List
Book
Boer, H., Berger, A., Chapman, R., and Gertsen, F. 2017. CI Changes from Suggestion Box to
Organisational Learning: Continuous Improvement in Europe and Australia: Continuous
Improvement in Europe and Australia. Abingdon: Routledge.
Carnall, C. 2018. Managing change. Abingdon: Routledge.
Journals
Bourke, J., and Crowley, F. 2016. Which organisational changes are most beneficial for firm
innovation?. Economics and Business Letters, 5(4), pp.152-158.
Day, A., Crown, S. N., and Ivany, M. 2017. Organisational change and employee burnout: The
moderating effects of support and job control. Safety science, 100, pp.4-12.
Georgalis, J., Samaratunge, R., Kimberley, N., and Lu, Y. 2015. Change process characteristics
and resistance to organisational change: The role of employee perceptions of justice. Australian
Journal of Management, 40(1), pp.89-113.
Lozano, R. 2015. A holistic perspective on corporate sustainability drivers. Corporate Social
Responsibility and Environmental Management, 22(1), pp.32-44.
Lozano, R., Ceulemans, K., and Seatter, C. S. 2015. Teaching organisational change
management for sustainability: designing and delivering a course at the University of Leeds to
better prepare future sustainability change agents. Journal of Cleaner Production, 106, pp.205-
215.
Lozano, R., Nummert, B., and Ceulemans, K. 2016. Elucidating the relationship between
sustainability reporting and organisational change management for sustainability. Journal of
cleaner production, 125, pp.168-188.
Online article
Goulden, M., and Spence, A. 2015. Caught in the middle: The role of the Facilities Manager in
organisational energy use. Energy Policy, [Online] 85, pp.280-287.
Montano, D., Hoven, H., and Siegrist, J. 2014. Effects of organisational-level interventions at
work on employees’ health: a systematic review. BMC public health, [Online] 14(1), pp.135-
140.
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