FUNDAMENTALS OF MANAGMENT

TOPIC INNOVATING CHANGE PRESENTED BY SANA SHABBIR ROLL # 06 ASIF BASHIR ROLL # 07 KAMRAN KHURSHID ROLL # 08 ASIF ALI SHAH ROLL # 09 MADIHA AFZAL ROLL # 10

WHAT IS CHANGE? PRESENTED BY SANA SHABBIR ROLL # 06

CHANGE
Change is an alternation of an organizations environment structure, technology, or people.
 

Change is an organization reality It is an integral part of every managers job.

FORCES FOR CHANGE



There are two factors which constrain change. These are External factors Internal Factors

THREE CATEGORIES OF CHANGE

EXTERNAL FACTORS

Structure Authority relationships, Coordinating mechanisms Job redesign Spans of control

Technology Work process Work methods Equipment

People Attitudes Expectations Perceptions behaviour

INTERNAL FACTORS
   

Organizational Strategy Equipments The workforce Employee attitude

CHANGE AGENT


A person who initiates and assumes the responsibility for managing a change in an organization

TWO VIEWS OF THE CHANGE PROCESS



 

Two metaphors are used often to clarify the change process. These are Calm waters metaphor WhiteWhite-water rapids metaphor

CALM WATERS METAPHOR



A description of traditional practices in and theories about organizations that likens the organization to a large ship making a predictable trip across a calm sea and experiencing an occasional storm.

WHAT IS CALM WATER METAPHOR

 

According to Lewin Successful change requires unfreezing the status, quo, changing to a new state, and refreezing the new change to make it permanent. The status quo can be considered an equilibrium state. Unfreezing is necessary to move from this equilibrium.

THREE WAYS TO ACHIEVE



The driving force, which direct behaviour away from the status quo, can be increased. The restraining forces, which hinder movement from the existing equilibrium, can be decreased. The two approaches can be combined.

KURT LEWINS THREE SPTEP DESCRIPTION

Unfreezing Changing

Refreezing

The Change Process

WHITEWHITE-WATER RAPIDS METAPHOR

A description of the organization as a small raft navigating a raging river.

WHAT IS WHITE-WATER WHITERAPIDS METAPHOR?

 

Environments are both uncertain and dynamic. The stability and predictability of the calm waters do not exist. Disruptions in the status quo are not occasional and temporary, to be followed by a return to calm waters. Many of today's mangers never get out of the rapids. They face constant change.

DOES EVERY MANAGER FACE CHANGE?



Change and managers role varies from industry to industry. As management writer
If it aint broke, you just havent looked hard enough. Fix it anyway

Tom Peters says

KAMRAN KHURSHID ROLL # 08 TOPIC Why Is It Critical for Leaders and Managers to Be Successful at Organizational Change

Why Is It Critical for Leaders and Managers to Be Successful at Organizational Change?



Significant organizational change occurs, for example, when an organization changes its overall strategy for success, adds or removes a major section or practice, and/or wants to change the very nature by which it operates.

Organizational change


Are you trying to bring about lasting change in your business or not-for-profit? Or perhaps you are not-forbringing in visioning and values, knowledge management, customer charters or any one of a number of other change initiatives that modern organizations can choose from. If you answered yes, you are not alone.

Organizational Change Management

The rate of organizational change has not slowed in recent years and may even be increasing. The rapid and continual innovation in technology is driving changes to organizational systems and processes. Witness the startling growth of the internet, which is enabling much faster and easier access to knowledge

And, of course, globalization has seen the tearing down of previous international market barriers. It is no wonder that relentless change has become a fact of organizational life.

Change Management Principles

Adopting a principled approach that displays integrity and engenders openness and trust will see your change program through the hard times. Adopting these principles in both spirit and practice will enhance significantly your chances of success. These principles are:

Sponsorship  The change program has the visible support of key decision-makers throughout the decisionorganization and resources are committed to the program.

Planning is conducted methodically before program implementation and committed to writing. Plans are agreed with major stakeholders and objectives, resources, roles and risks are clarified.

 

Measurement Program objectives are stated in measurable terms and program progress is monitored and communicated to major stakeholders.

 

Engagement Stakeholders are engaged in genuine twotwoway dialogue in an atmosphere of openness, mutual respect and trust.

Change must involve the people change must not be imposed upon the people

ASIF ALI SHAH ROLL # 09 TOPIC:

STIMULATING INNOVATION PRESENTED BY MADIHA AFZAL ROLL # 10

INNOVATION

A new idea applied to initiating or improving a product, process or services

DIFFERENCE BETWEEN CREATIVITY & INNOVATION



 

Creativity is the ability to combine ideas in a unique way or to make unusual connections between ideas. While Innovation is a process of taking a creative idea and turning it into a useful product, service or method of operation.

PROCESS OF CREATIVITY
Inborn or needs training?  It is a fourfold process 1-Perception: Involves the way you see things. 2-Incubation: Involves the collection of data that is stored, retrieved, studied reshaped and finally molded into something new. 3-Inspiration: When all your efforts successfully come together. 4-Innovation: It involves taking that inspiration and turning it into a useful product, service or way of doing things.


MANAGERS ROLE IN FOSTERING THE INNOVATION



  

Sources Of Innovation: These are Organizations structure Culture & Human Resources.

STRUCTURAL VARIABLES


Organic structure positively influence innovation. Easy availability of plentiful resources. Frequent inter unit communication helps to breakdown possible barriers to innovation.

ORGANIZATIONS CULTURE EFFECT INNOVATION

Seven characteristics of innovative culture are 1-Acceptence of ambiguity 2-Tolerance of the impractical 3-Low external controls 4-Tolerance of risk 5-Tolerance of conflict 6-Focus on ends rather then on means 7-Open system focus.


HUMAN RESOURCE
  

      

These variables affect innovation in this way Active promotion of training & development Offer high job security Make them idea champions (Common personality characteristics of champions) Extremely high self-confidence selfPersistent Energetic Have a tendency to take risks Dynamic leadership Inspire and energize others Gain commitment of others to support their mission.

HOW CAN YOU DEVELOP THE SKILL OF CREATIVITY?

  

It is a frame of mind. You need to open your mind up to new ideas. STEPS IN BECOMING MORE CREATIVE: Step 1: Think yourself as creative. Step 2: Pay attention to your intuition. Step 3: Move away from your comfort zone. Step 4: Engage in activities that put you outside your comfort zone.

STEPS (Contd..)
 

Step 5: Seek a change of scenery Step 6: Find several right answers Step 7: Play your own devils advocate. Step 8: Believe in finding a workable solution. Step 9: Brain storm with others. Step 10: Turn creative ideas into action.

CONCLUSION