Review Report: Strategy, Innovation & Change (Course Name)

This report is a comprehensive review of the book 'Organisational Change: Development and Transformation' by Waddell, Creed, Cummings, and Worley. It examines the core concepts of organizational change, development, and transformation. The review is structured to cover the book's key sections, including the introduction to the environment of change, organizational development, and transformation. It also explores the role of leadership, change agents, and the management of resistance and organizational culture. The report further delves into the process of organizational change, including interventions, strategy, and structure. The review incorporates insights from the book and supports its findings with references to academic journal articles. The report concludes with an assessment of the book's strengths, its contribution to the field, and its practical implications for managers and organizations seeking to navigate change effectively. The report highlights the book's structure, which includes case studies and activities, and emphasizes the importance of change management, leadership, and innovation in achieving organizational success. The review also touches upon concepts like disruptive innovation and the impact of change on various business functions.

Running Head: STRATEGY, INNOVATION & CHANGE
0
Strategy, Innovation & Change
Review
Student name

STRATEGY, INNOVATION & CHANGE 1
Table of Contents
Abstract............................................................................................................................................2
Introduction......................................................................................................................................3
Review of the book..........................................................................................................................3
Conclusion.......................................................................................................................................7
References........................................................................................................................................9

STRATEGY, INNOVATION & CHANGE 2
Abstract
This report has based on the review about the book ‘‘Organisational change:
Development and transformation’ . Organization change is necessary for the growth of an
organization based on the various criteria including development and transformation. According
to Waddell, Creed, Cummings, & Worley (2019), organizational change is necessary to
improve the profit and revenue of an organization. The book ‘Organisational change:
Development and transformation’ has based on various theories and practices. This report will
analyze the book and it will provide a review about the book based on the different articles of
organization change.

STRATEGY, INNOVATION & CHANGE 3
Introduction
In this review report, different types of criteria will be considered for reviewing the book
that are beneficial for learning and understanding. Organizations are based on their business
processes, which should be modified using proper transformation and development (Waddell, &
Cummings, 2019). Based on Waddell, Creed, Cummings, & Worley (2019), development can
be possible based on the changes in business strategies and models. This report will review the
book ‘Organisational change: Development and transformation’ based on the different criteria as
well as based on the peer-reviewed articles as well. This report will discuss about the various
things about the books and their importance in the organizational change. Moreover, there are
many good impacts of this book on the business strategies of managers. This report will
summarize the review in the later section as well. Most of the business processes can be
managed using business strategies, which are important for a firm.
Review of the book
In this book, many theories and models have used for describing organisation change
concepts. There are various aspects of learners from a book. Thus, authors have included
different parts for a specific point that is related to the growth of an organization. The book has
divided into six parts that are based on the change, development, transformation, and other
points. This is a basic process to manage all the things in a better way. The authors have
described about included matter of the book in the introduction part, which has related to
organizational change and development. Moreover, the book has described the basic and advance
level of knowledge about organizational change (Waddell, & Cummings, 2019).
Moreover, part-1 has included an introductory chapter in which basic introduction has
provided about the environment of the businesses and organization development. It is the best
way to provide knowledge about the whole content of the book. The authors have describer
environment change in part-2 of the book in which it has included four chapters to understand
the change in an organization. Most of the changes have managed using proper leadership. Thus,
the book has included leadership impacts and change agent roles in chapter-3. According to

STRATEGY, INNOVATION & CHANGE 4
many surveys, organization change can be managed using various things. Besides, there are
many changes in the organization starrier as well (Ribera, 2014)..
Chapter-4 has described about the managing resistance and organizational culture.
Resistance management is a huge challenge in front of a leader or organization. Therefore it is
necessary to manage all the processes. In addition, organizational culture has affected the
changes as well. Thus, it can be considered by an organization to improve its culture for changes.
It will improve their productivity and integrity as well (Waddell, & Cummings, 2019).
Chapter -5 has described about the process of organizational change in which it has
diagnosing organizations to know about the process of changes in an organization. The authors
have collected and analyzed data and information of those firms to provide better outcomes and
theories. Besides, internal profile analysis activity has used for using information for proper
usages. Most of the problems have arisen because of various things. Besides, there are some
basic processes for designing interventions, which help implement change in an organization.
The authors have included evaluation and development interventions in this chapter (Waddell, &
Cummings, 2019).
Part -3 has focused on the organization development in which all the factors have
considered by the authors. The authors have taken an example of self-designing organizations. It
can be better to provide understanding of the learning organizations. The authors have included
summary and activities in the last part of each chapter, which is helpful for readers and learners
from this book. Besides, knowledge is necessary for change. Thus, knowledge management is
necessary for the development of an organization (Roome, & Louche, 2016).
Besides, Chapter-7 has explained the relationship between people and processes, which
are part of organisation development interventions. It is necessary to consider individual and
group performance in an organization. There are various factors to consider the performance of a
person or group based on their gender, age, culture, and many more. The authors have discussed
about the interpersonal process technique in this chapter, which is a good way to describe the
process and people. The book has included organisation process technique to manage different
things in a firm including self-development (Ribera, 2014).

STRATEGY, INNOVATION & CHANGE 5
Moreover, Chapter-8 has based on the strategy and structure of an organization that is an
important factor in the various industries. Most of the industries have used hierarchical
organization structure. However, the hybrid organizational structure has followed by many firms
and they are successful in the market as well.
The authors have provided environmental and organizational frameworks for managing
the structure and strategy of a firm. The book has included open systems planning that is
necessary for growth of an organization (Souhami, 2012). The authors have secured all the things
in a better way. Moreover, there are some changes in an organization that can be used for
transorganisational development. Besides, restructuring is necessary for an organization for
better outcomes. However, many firms have not followed this approach because of various
reasons. The chapter has included different types of samples for underrating about the structure.
Part -4 has focused on the organization transformation in which it has included the role of
change in an organization. There are many good things in transformation including digital
transformation. Chapter -9 has provided details about the basic processes of a change most of the
things can be included in the list of the changes. Most of the companies have focused on the
organisation design that makes a huge impact on the profit of them. In addition, culture change is
another challenge in the case of the international market. Thus, it is necessary to make proper
changes to avoid resistance from stakeholders including employees and customers.
Besides, there are various changes in the firm, which are based on the environment of a
business. Many firms have affected global social change (Reissner, 2011). Therefore, it is
necessary to manage all the things in a better way. Chapter-10 has described about change in an
unpredictable and chaotic environment, which is necessary to manage in an organization.
Chapter-11 has described the collaborative and competitive strategies of an organization
that makes them better in their respected industry. The environmental framework has used for
managing all the things. Thus, it is necessary to consider benefits in collaboration as well as
competition. Many firms have sued that approach to improve their businesses, such as Nokia,
Facebook, and many others. Competitive strategies have used for managing most of the things in
a firm for increasing profit in the market. Technological innovations have used for managing all
the things in a better way (Sangiorgi, 2011). However, there are some changes in the basic

STRATEGY, INNOVATION & CHANGE 6
processes of a firm to take competitive advantages. Besides, collaborative strategies have
provided different types of benefits to an organization. However, there are issues and challenges
have faced in this process (Pollack, 2015).
Chapter 12 has described about the various points, which are important for an
organization. It is the best way to improve knowledge about business functions and their
management. Change management (CM) has discussed in the book in terms of new trends in the
businesses. It has focused on the organisation development (Smollan, 2011). Moreover, basic
processes can manage resistance to change in an organization. However, there are some good
ways to improve the performance of the firm using changes in business functions. Besides,
disruptive innovations have used for growing business in different marketplaces. The authors
have provided examples of startups and others (Pettigrew, 2012).
Furthermore, part-6 has included ten case studies to understand the impact of
organisation change in the development of an organization, such as David Jones, Peppercorn
dining, and more. It is a good way to illustrate different concepts using case studies. Most of the
things can be managed using basic changes in business operations (Pearce & Pons, 2013).
Moreover, there are many good things in the system that can be used for managing all the
processes. It has included sustainability and its impacts on various things including environment,
interventions, leadership, and vision. It has provided a deep knowledge of structure, culture, and
technological strategies. Besides, this book has provided contingency theories including process
theories and culture excellence (Marshall, 2011).
In addition, the authors have provided a relationship between strategy, structure, and
process that is necessary to manage change in a firm. The authors have included various key
issues in a firm because of change management. They have provided solutions to those issues
using models and frameworks. An organization should manage their strategies using proper
processes (Gill, 2011).
Therefore, leadership has included for managing change and its resistance from different
stakeholders. Moreover, basic processes can be used for managing all the processes. Besides, an
organization has hired good leaders to manage change and its issues (Seidl, 2016). Most of the

STRATEGY, INNOVATION & CHANGE 7
things can be used for managing different types of challenges. In the case of development,
change in business functions is necessary from the growth point of view (Doppelt, 2017).
Additionally, the book has included case studies to better understand organizational
change and its issues and challenges. Besides, leadership and innovations are the main keys to
resolve such types of issues from an organization. It will be beneficial for a firm in long terms.
Besides, the authors have focused on the content and quality of the book. Most of the field has
used for managing all the processes (Contrafatto & Burns, 2013). There are good things in the
book that makes it better including graphics and diagrams.
CM reduces the hazard that a new gadget or other alternatives might be rejected by way
of the business enterprise. by itself, OCM does now not lessen fees or boom income. Instead, it
increases the teamwork required for the business enterprise to be given the exchange and operate
greater successfully. Exchange management reduces the threat that a brand new machine or
different exchange might be rejected by using the agency. With the aid of itself, OCM does no
longer lessen expenses or boom sales. Alternatively, it will increase the teamwork required for
the enterprise to accept the alternate and operate greater efficiently.
Organizational trade control involves first identifying the organizations and people who
will want to alternate as the result of the undertaking, and in what methods they'll need to
alternate. Organizational alternate control then includes developing a custom-designed plan for
making sure impacted employees get hold of the awareness, leadership, education, and education
they want as a way to trade efficaciously. Driving a successful man or woman transitions must
be the critical attention of sports in organizational trade management (Doppelt, 2017).
Conclusion
In conclusion, the authors have described the organisation change and its development in
an organization. Most of the strategies are based on change management. This report has
provided a critical review of the book based on the different criteria including content, reading,
and writing. The authors have included all the content in six parts to explain role change
management. Most of the processes can be used using basic processes. In addition, there are
many benefits of change management and leadership in an organisation. This report has provided

STRATEGY, INNOVATION & CHANGE 8
an overview of the change management and its benefits. There are many good things in the book
that can be used for the development of new techniques as well as theories to resolve issues and
challenges.
References
Contrafatto, M., & Burns, J. (2013). Social and environmental accounting, organizational change
and management accounting: A processual view. Management Accounting Research,
24(4), 349-365.
Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Gill, R. (2011). Using storytelling to maintain employee loyalty during change. International
Journal of Business and Social Science, 2(15), 23-32.
Marshall, S. (2011). Change, Technology and Higher Education: Are Universities Capable of
Organisational Change?. Journal of Asynchronous Learning Networks, 15(4), 22-34.
Pearce, A., & Pons, D. (2013). Implementing lean practices: managing the transformation risks.
Journal of industrial engineering, 2013.
Pettigrew, A. M. (2012). Context and action in the transformation of the firm: A reprise. Journal
of Management studies, 49(7), 1304-1328.
Pollack, J. (2015). Understanding the divide between the theory and practice of organisational
change. Organisational Project Management, 2(1), 35-52.
Pollack, J., & Pollack, R. (2015). Using Kotter’s eight stage process to manage an organisational
change program: Presentation and practice. Systemic Practice and Action Research,
28(1), 51-66.

STRATEGY, INNOVATION & CHANGE 9
Reissner, S. C. (2011). Patterns of stories of organisational change. Journal of Organizational
Change Management.
Ribeiro, P. F. (2014). An amphibian party? Organisational change and adaptation in the Brazilian
Workers' Party, 1980–2012. Journal of Latin American Studies, 46(1), 87-119.
Roome, N., & Louche, C. (2016). Journeying toward business models for sustainability: A
conceptual model found inside the black box of organisational transformation.
Organization & Environment, 29(1), 11-35.
Sangiorgi, D. (2011). Transformative services and transformation design.
Seidl, D. (2016). Organisational identity and self-transformation: An autopoietic perspective.
Routledge.
Smollan, R. (2011). Engaging with resistance to change. University of Auckland Business
Review, 13(1), 12.
Souhami, A. (2012). Transforming youth justice. Routledge.
Waddell, D., Creed, A., Cummings, T. G., & Worley, C. G. (2019). Organisational change:
Development and transformation. Cengage AU.