MANAGING CHANGE AND INNOVATION

“ASSIGNMENT #2”

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Table of Contents

INTRODUCTION 3

ROLE OF HR IN CHANGE MANAGEMENT 3

MAJOR TYPES OF ORGANIZATIONAL CHANGE 4

COMPLEXITY & SPECIFICTY OF CHANGE: CRITICAL SKILLS 4

MANAGEMENT OF CHANGE & INNOVATION 5

ORGANIZATION CHANGE MANAGEMENT APPROACHES 6

SUPPORT OF HR FOR CHANGE MANAGEMENT IN UAE 7

CONCLUSION & RECOMMENDATION 7

BIBLIOGRAPHY 8

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INTRODUCTION

Change management is an important concept in today’s era. Business settings are rapidly
changing now-a-days and in order to cope up with the challenges, organizations need to embrace
change and innovation. Companies do their best to use these scenarios as an advantage for them.
Change management is a systematic way to utilize knowledge and resources efficiently to bring
the required change. Organizations need to handle the challenges and pressures from the external
environment and the business settings. Main aim is to implement change successfully without
bringing in negative results. These days, businesses need to constantly evolve if they wish to
keep up with the pace of changing dynamics of organizational world. For a successful business
and effective workplace culture, putting change into practice is a necessity now.

ROLE OF HUMAN RESOURCE IN CHANGE MANAGEMENT

Human Resource (HR) has a key role to play when it comes to implementing change in the
organization. This is mainly because HR department deals with managing people and change
management is only successful when people are ready to adapt to the change. HR makes sure
that labour force is fully motivated and prepared for the changing dynamics. The first and the
foremost step here would be to hire motivated individuals who can later act as ‘change agents’
and be an active member of this process [ CITATION Pra15 \l 1033 ]. Human Resource can help a
lot in executing change and bringing in innovation by leading this change, effective
communication with the employees, and proper allocation of resources, reducing barriers and
negativity about the change along with constant motivation for the workers.

Human Resource has multiple roles in managing change. Occasionally, external factors play an
important role in bringing change, at times some of the internal stakeholders want change to be
implemented in the organization and finally there are times when HR believes it the only right
choice to be made. So, being part of Human Resource means that you need to act as a facilitator,
communicator, mediator and most importantly the founder of change management [ CITATION
Bra19 \l 1033 ].

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 MAJOR TYPES OF ORGANIZATIONAL CHANGE

When it comes to organizational change and development, change can be brought into four
different aptitudes: Changes in Human Resources, Changes in Functional Resources, Changes in
Technological capabilities and lastly Changes in Organizational capacities. Major types and
forms of organizational change are discussed below:

i. Organizational versus Subsystem change: Organizational change refers to huge restructuring

and a major shift in the entire organization that requires whole culture of the firm to be
changed. On the other hand, Subsystem change means bringing changes to some parts of the
organization e.g. adding or removing a product from the company, etc.
ii. Transformational versus Incremental Change: Fundamental change that needs the entire
organization’s culture to be changed from top-down approach to a structure where self
directed teams are found. Business process reengineering is an example. Incremental change
means to bring modifications as continuous improvement being an integral part of the firm.
E.g. installing advanced technologies to enhance efficiency.
iii. Unplanned versus Planned Change: Unplanned changes are sudden and abrupt
transformations done to the firm and mostly it faces resistance of the employees. E.g. when
the CEO has left the firm. Unlike unplanned, planned changes are done by purpose where
change agents have a major need that urges them to bring in change into the organization.
iv. Remedial versus Developmental Change: Changes can be brought in by the leaders as a
solution to a certain problem (remedy), like stop selling a product that is going in loss. On the
other hand, Developmental changes are done when a positive scenario is intended to be made
more successful e.g. expansion of the firm after huge profits [ CITATION Car06 \l 1033 ].

COMPLEXITY & SPECIFICTY OF CHANGE: CRITICAL SKILLS

Implementing change is a tough decision that surely requires motivation and few important skill
set, without which one cannot adapt to the new environment fully. Some of the essential skills
needed for change management are as follows:

 Communication of change managers with the employees is very important either its
motivating them or asking about feedback from them.

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 Strong leadership qualities should be present within the change agents that can convince
others easily.
 Having a clear and realistic vision is equally important as well. Along with this, proper
analysis and planning is also required at each and every phase of Change.
 Clear understanding of change principles is a must. Moreover, change models and
frameworks should also be known to the change agents.
 Providing support and empathy to the staff is also necessary along with motivating them as
this would help to reduce resistance for change.

Change management is quite a tough task but it can be executed successfully when it is
performed with cross-disciplinary background and few hard and soft skills possessed by the
change agents.

MANAGEMENT OF CHANGE AND INNOVATION

Managing change and innovation seems extremely difficult now-a-days. This is because change
agents have a fear of resistance and uncertainties. Change and innovation is always going to be
in dire need of learning and knowledge. At this phase, decision making is going to play a very
important role. Intelligent decisions that are not made up by emotions are needed, most of the
times. Along with this, entire cost analysis is also to be done for business growth and in order to
be safe from any uncertainty. Some of the major principles involved in managing change are:

o Managing effectively resistance to the change

o Change in organizational cultures (leadership, culture, etc.)
o Handling employee stress properly and motivating them
o Making change happen successfully
o Stimulating Innovation and creativity
o Creating right atmosphere for innovation

By following these key principles, change and innovation can be managed in an efficient
manner.

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ORGANIZATION CHANGE MANAGEMENT APPROACHES

Some of the major approaches and models of Change management are discussed below:

1. Kurt Lewin’s Model of change: This is a planned approach relating to decision making held
in groups and social change. He discussed changed behaviours from one group to another.
He believed through learning attitudes can be changed. His model is represented below:

2. General model of Planned change:

This is a change process model that was intentional and planned. This was also quite similar
to Lewin’s model as it also involved changes through learning. Change agents are involved
here.
3. Organization level Diagnostic Model: In this model, inputs and outputs are considered along
with the environment.

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Similar to this, we also have a ‘group level diagnostic model’ that discusses change
management in certain groups.

SUPPORT OF HR FOR CHANGE MANAGEMENT IN UAE

UAE firms and companies mostly practice HR and HRM in line with the principles of
Western firms, but there are many well designed processed in UAE firms that support
economic growth. For example, in Oman, a mixture of Islamic and Western principles is
practices to build strong business strategies. But with growing technological advancement,
we can witness strong change and innovation in the UAE and GCC. We can see HRM and
Innovations in the Electronics industry and in oil factories as well. Previously, talent
management issues were there in few parts of UAE but with Organizational Development
and Change, there is now talent management systems that are operated by huge firms. So,
we can see there is a clear difference in UAE of Change and innovation. [ CITATION Paw18 \l
1033 ].

CONCLUSION & RECOMMENDATION

Change management and innovation are an integral part of today’s organizations and firms.
One cannot fully succeed if they are not in line with the current practices and principles of
organizational change and management philosophy. Employees are somehow hesitant and
resistant but a successful change agent is the one that can not only communicate effectively
but also motivate employees to fear less and come up with less resistance. Human resources
need to be empowered and trusted more when it comes to bringing change as Change
management is the core process of HRM. Along with this modern HR practices should be
followed by the firms for efficient running and employee. Change agents should be trusted

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 with reduced fear and hesitance in order to implement successful change and innovation
[ CITATION WSc \l 1033 ].

Bibliography
Budhwar, P. (2018). The state of HRM in the Middle East: Challenges and future
research agenda. Asia Pacific Journal of Management .
Cohen, D. (2016, September). What is HR's Role in Managing Change? SHRM .
Jackson, W. S. (n.d.). HRM in the GCC: A New World HR for the New World Economy.
Oxford Strategic Consulting .
Juneja, P. (2015). Role of HR in Change Management. MSG .
McNamara, C. (2006). “Field Guide to Consulting and Organizational Development".