Report: Facilitating Change and Innovation in XYZISW

This report, prepared by a student, analyzes the implementation of change management strategies and innovation within XYZ Iron and Steel (XYZISW), a construction company in New Zealand. It addresses challenges such as declining profits and revenue by proposing organizational restructuring and cultural changes to improve employee engagement and commitment. The report details an implementation plan, identifies areas of resistance to change (lack of employee engagement, poor working conditions, and lack of a good culture), and outlines strategies for engaging stakeholders, including education, communication, and participation. It also emphasizes the importance of maintaining integrity through ethical practices and improving employee engagement through team-based approaches, proper task allocation, and a culture of innovation. The report concludes with a discussion of how personal skills and competencies can be enhanced to facilitate change and innovation within the organization. Desklib provides access to this and other student assignments.

Running head: FACILITATING CHANGE AND INNOVATION VERSION
Facilitating change and innovation version
Name of student
Name of University
Author note

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Table of Contents
Introduction......................................................................................................................................3
Task 1 Facilitating change management implementation...............................................................3
Implementation plan for strategies of innovation and proposed changes....................................3
Three major areas of resistant to change for each of the area......................................................5
Major strategic approaches to engage stakeholders and facilitate change management
strategies.......................................................................................................................................5
Major areas for maintaining integrity through implementation of change management
processes......................................................................................................................................7
Task 2 Working through change with key stakeholders..................................................................8
Major steps in improving the level of engagement of employees...............................................8
Areas in improving personal skills and competency while facilitating changes and innovation
....................................................................................................................................................10
Conclusion.....................................................................................................................................10
References......................................................................................................................................12

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Introduction
The XYZ Iron and Steel works, also known as the XYZISW is one of the largest
companies within the construction industry of New Zealand. Due to the emergence of multiple
rivalries in the industry, the company y has not managed to fare well in terms of profit and
revenue generation, Due to this, I have been appointed as project manager of the organization to
implement various changes and improvements for facilitating the innovation procedure and
collaborate with the stakeholders involved in business to gain a sustainable position again within
the iron and steel industry in New Zealand (Bresciani, Thrassou & Vrontis, 2013). This will not
only allow brining changes, but can also facilitate the collaboration between the stakeholders to
ensure that positive outcomes are achieved with ease and effectiveness.
Task 1 Facilitating change management implementation
Implementation plan for strategies of innovation and proposed changes
The construction industries are adaptive systems where employees can often work
according to their wish that are not predictable always though all these actions are connected
with the actions undertaken by the agent associated with the change within the organization. First
and foremost, it is important to understand the need for change and how the organization can be
benefited, which will assist in dealing with the combinatorial and dynamic complexities,
furthermore reinforce the feedbacks and responses obtained based on which, changes should be
proposed for improving the business functioning (Cameron & Green, 2015). The company’s
employees were not much supportive and it was found that due to lower wages, they were not

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committed to their work properly, which might be the underlying cause of business downfall and
this could be overcome with the management of human resources properly and enabling change
through formation of a new organizational structure and culture as well.
Thus, the change baseline should be focused on the creation of change by transforming
the structure of the organization to hierarchical and managing a culture where employees are
managed properly by the leader. The change strategies should revolve around the restructuring of
organization, which could not only create a healthy workplace culture, but would also make the
employees feel interested with their work with higher level of motivation and encouragement all
throughout (Ceulemans, Lozano & Alonso-Almeida, 2015).
The change should be measured by determining the feasibility of the innovation to be
achieved from the creation of a new organizational structure and culture. It could also be
measured by providing the employees with training and identifying their developmental needs,
for making them feel that they have been valued by XYZISW.
The changes should be communicated with the employees of the organization and as a
project manager, I should make sure of keeping the Line manager informed about the latest
updates about new project revolving around the restructuring of the organization (Schot &
Steinmueller, 2016). The employees should be made aware of a new culture and how well they
could get accustomed with the new organizational policies and procedures to ensure smooth
business functioning along with higher commitment level of theirs within the workplace.

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Measurement of change is done by assessing the developmental needs of employees and
even keeping them motivated through monetary and non-monetary benefits to influence them for
performing to their potential.
To ensure that the changes last for a life time, the company named XYZISW should determine
the feasibility at first and slowly progress on with the formation of a good culture at first
(Cummings & Worley, 2014). This would make the employees work properly and respect the
values and beliefs of the organization, which could also reduce the turnover rate of employees
and improve the employees’ performances too.
Three major areas of resistant to change for each of the area
The three major areas where resistance to change has occurred are lack of employee
engagement, poor working conditions due to inappropriate organizational structure and lack of a
good culture within the organization. It has been seen that the employees were not interested in
their work roles, due to which their performances deteriorated and this affected the business
performance and productivity too while the lack of presence of a good culture further contributed
to the issue by making them feel de-motivated while carrying out their job roles. The manager
did not pay attention to the employees. Reponses and opinions, due to which, the business
decisions were also not made properly (Storbacka & Nenonen, 2015). The lack of organizational
structure maintenance also was one of the major resistant to change, which caused complexities
in managing the flexible working conditions and proper budget management.

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Major strategic approaches to engage stakeholders and facilitate change management
strategies
There are multiple stakeholders involved in business such as the manager, employees,
shareholders or investors, suppliers of resource and the Government of New Zealand. All the
stakeholders are needed to keep closely connected with for assisting in making business
decisions and keep the business performance consistent all throughout. The major strategic
approaches that contributed to the involvement of stakeholders in business could be the
education management and communication facilitation, facilitating engagement and participation
of employees, making negotiations and agreements, manipulation and ensuring keeping the
stakeholders satisfied to keep the budgetary aspects controlled as well (Aarons et al., 2015).
There are various other stakeholder engagement strategic approaches as well such as the
partnership working, enabling participation, managing consultation and facilitating both push
and pull communications.
The push communication could promote one way engagement and it should assist
XYZISW to broadcast information and messages to the various stakeholders’ involved n
business with the use of emails, webcasts, podcasts, videos and letter sent electronically. The pull
communication, on the other hand, promotes one way engagement when information and
messages are available for connecting with the stakeholders through management of construction
hoardings and web pages. The pull communication is mainly aimed at connecting with the
clients, who are considered as important stakeholders on business and are responsible for the
revenue generation of the company too (Grimm et al., 2013). The participation is another
strategic stakeholder engagement approach that could involve the stakeholders all together to

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work as an unit and deliver tasks keeping in mind the responsibilities to manage various
activities and fostering tow way engagement too. Kotter’s change approach focused on
enhancing speed and agility where the managers could implicitly or explicitly influence the
employees to accept relevant changes and make things clear that could be resistant to changes
and thereby result in termination of employees along with lack of promotional opportunities
provided to them. The facilitation and support should resolve the adjustment issues and make
sure to include various support activities such as training, counseling, mentoring and coaching to
discuss about the concerns, furthermore manage resistant to change to prevent unethical
manipulation and ensure changes made effectively (Chan, Liu & Fellows, 2013).
Figure: Overcoming resistance to change (Chan, Liu & Fellows, 2013)

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Major areas for maintaining integrity through implementation of change management
processes
The major areas that will maintain integrity in the change management process are based
on the ethical and professional practices managed at XYZISW in New Zealand. The company
lacked innovative changes, which could be facilitated with the restructuring of organization
along with higher capital investments, which should not only create a positive culture, but would
also result in smooth business functioning. To manage ethical behaviors for promoting
professionalism, the management of positive attitudes and behaviors is essential along with the
organizational functions aligned with the various legislations, laws, rules, policies and
regulations of the organization (Adams et al., 2016). This would not only maintain the ethical
standards of the organization, but could also allow the company to manage the societal standards
by becoming socially responsible and contributing to the well being of the environment as well.
The areas where ethical standards are managed include promoting a good culture where
employees should abide by the laws, rules and regulations, furthermore allow the managers to
respect the opinions and ideas of employees, which could also improve the process of decision
making. The steel company should learn to facilitate change by contributing to the health and
wellbeing of the society by making sure to follow the environmental laws, rules and regulations
(Andriof et al., 2017). This should be essential for reducing the emissions of harmful gases and
adopt environment friendly practices to keep the environment safe for living and maintain an
ecological balance in nature too. Managing sustainable measures should contribute to the
maintenance of eco-friendly approaches and making sure to reduce the negative impact on
environment. The workplace must be free from any form of discrimination based on race,

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religion, ethnicity, color, etc. and this should promote a healthy workforce where people could
work together to achieve the business goals and objectives (Asif et al., 2013).
Task 2 Working through change with key stakeholders
Major steps in improving the level of engagement of employees
The higher the level of engagement of employees, the higher is their commitment level
towards achievement of business objectives.
Development of a team based approach- The developing of a team based approach could assist
in considering the different perspectives of employees from the various departments and levels,
furthermore hold them accountable to make shared decisions for benefiting the business.
Allocating the work roles properly and clarifying those- The allocation of right tasks to the
right individuals could also benefit the organization by making them perform to their potential
and feel interested in their job roles (Bryson, 2018).
Increased focus on commitment of workers and inclusion of resistant leaders in the change
management process- The commitment of workers has been focused on by providing them with
right training sessions and identifying their developmental needs to sharpen their skills,
strengthen their knowledge and make them adaptable to changes efficiently. There are different
motivational factors such as monetary and non-monetary benefits along with training and
developmental sessions arranged for them to keep them motivated and encouraged to put their
best for the company named XYZISW (Boesso, Kumar & Michelon, 2013).

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Setting up a good culture- The culture of innovation and empowerment has been promoted for
brining excellence in communication process and managing a structural hierarchy for creating
new ideas and concepts at XYZISW, New Zealand. The empowerment culture could make the
employees feel that they are being valued by the organization, which should further be facilitated
with additional wages, incentives, promotions and bonuses (Bal et al., 2013). It is an effective
way to make them fully commit to the organizational goals and restructure the business
functioning and processes for regaining the sustainable position.
Areas in improving personal skills and competency while facilitating changes and
innovation
There are various areas that could enable improvement of personal skills and competence
through facilitation of changes and innovation at XYZISW, New Zealand. As the project
manager of the organization, my leadership skills have improved, which has allowed me to
enable changes without being resistant while with the power and authority to change, better
relationships could be established with the stakeholders involved in business. This would
strengthen the business performance and employee engagement, furthermore create consistent
changes and ensure enhanced production level along with responding to the customers’ needs
and requirements responsibly (Della Torre & Solari, 2013). My personal competence level has
been facilitated with the use of ADKAR change management model, which could manage
individual process change and speed up employee engagement, clarify any major issues and
overcome barriers to change for smooth business functioning and increased revenue generation.
During the change management process, the personal skills and competence level could also
build awareness while the arrangement of training sessions and communication process done

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effectively should stimulate their positive behaviors towards management of skills, expertise and
knowledge (Bresciani, Thrassou & Vrontis, 2013). The changes have been reinforced by me with
the identification of corrective actions pertaining to the business change and promoting
sustainable business by maintaining quality, safety along with facilitation of governance,
learning and development.
Conclusion
The enabling of changes would be supported by automated business operations and also
by managing more capital investments, furthermore improve the organizational structure and
culture along with new recruits to enhance the workforce efficiency. I was handed over the roles
and responsibilities of performing my job roles properly and ensured that the organization named
XYZISW regain its stature and competitive position within the construction industry
conveniently. To ensure successful changes, as a project manager, I made sure to communicate
the change process, promoted education, communication, managed negotiation along with
engagement of employees through various processes of participation by additional incentives,
wages, bonuses, training sessions provided, etc. All these should be considered while managing
changes while the facilitation of change management processes also improved my leadership
skills and assisted me to use my power and authority to accomplish the business goals and
objectives effectively.

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References
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organizational change for implementation (LOCI): a randomized mixed method pilot
study of a leadership and organization development intervention for evidence-based
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Adams, R., Jeanrenaud, S., Bessant, J., Denyer, D., & Overy, P. (2016). Sustainability‐oriented
innovation: a systematic review. International Journal of Management Reviews, 18(2),
180-205.
Andriof, J., Waddock, S., Husted, B., & Rahman, S. S. (2017). Unfolding stakeholder
engagement. In Unfolding stakeholder thinking (pp. 19-42). Routledge.
Asif, M., Searcy, C., Zutshi, A., & Fisscher, O. A. (2013). An integrated management systems
approach to corporate social responsibility. Journal of cleaner production, 56, 7-17.
Bal, M., Bryde, D., Fearon, D., & Ochieng, E. (2013). Stakeholder engagement: Achieving
sustainability in the construction sector. Sustainability, 5(2), 695-710.
Boesso, G., Kumar, K., & Michelon, G. (2013). Descriptive, instrumental and strategic
approaches to corporate social responsibility: Do they drive the financial performance of
companies differently?. Accounting, Auditing & Accountability Journal, 26(3), 399-422.

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Bresciani, S., Thrassou, A., & Vrontis, D. (2013). Change through innovation in family
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Management and Sustainable Development 4, 9(2), 195-215.
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the models, tools and techniques of organizational change. Kogan Page Publishers.
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Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
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Schot, J., & Steinmueller, E. (2016). Framing innovation policy for transformative change:
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