Change and Innovation

Topics: Employment, Change management, Management Pages: 5 (826 words) Published: May 8, 2015
Running head: CHANGE AND INNOVATION

Change and Innovation
Mary Moran
HCA/250
September 13, 2014
Corinne Halpren

Change and Innovation
I believe that some strategies to manage change and innovation to help employees to visualize a brighter future is by getting the employees excited and engaged with the upcoming changes. Try not to put together the same old usual power point presentation because that can most likely disengage them. Instead of the boring stuff, try something more up to date and plan an announcement that will make them visualize how things will be different. Try telling your presentation in a story as though the change has already happened. As your telling your story, your employees will begin to engage and be able to see themselves in the future picture and ready for the change that’s coming. Something else that is important is getting the senior leaders together and clarifying the importance of individual and organizational innovation as a critical element of success going towards the future. Another thing you should do is encourage pilot runs, have support, highlight the main importance of the change, emphasize and celebrate innovation in daily operations and Just Do IT! I believe some employees resist organizational change because of several reasons that are all legitimate: 1. Fear of Failure: During the periods of change, some employees may feel the need to hold on to the past because that’s what they are comfortable with. Like the old saying, “If it isn’t broken, then why fix it”. 2. We are creatures of habit: Doing things in the same routine and manner is what is comfortable for us. Asking us to change is like asking us to move outside of our comfort zone. 3. Loss of control: We have a sense of control over our work environment. Change may make us, the employees, feel powerless and confused. 4. Closed Minded: Employees have already made up their mind. No matter what you say or how you say it, their attitude will not change. 5. Unwillingness to learn: Some employees are hesitant to try new routines which can obstruct their own personal growth and development. 6. Fear of the unknown: Some employees resist change because something is unfamiliar to them. The “not knowing” can be very scary and we tend to let that fear take over and not giving the change a chance. 7. Fear of personal Impact: Some employees may respond by asking how the change is going to benefit them directly. Will the change make their job easier? Will they have to work harder? Will job security be in jeopardy? Will the change force them to work with different people or learn a new job? All these questions are legitimate questions that all employees have regardless of job titles and when change comes, usually jobs get combined and less employees are needed for some of those jobs so change is a stressor for everybody involved. Human Resources plays a role in managing change because they are all about recruiting, training, and monitoring employee performance. Human Resources has to ensure that employees are motivated to undertake the changes that are coming and participate in the change management program. Human Resources must support the business needs by managing current, incoming, and outgoing employees. Human Resources make sure that the company always has the right people for the right jobs. Some of the things that Human Resources was to do is: Employee Engagement: Human Resources should be active by being engaged with employee issues, defending staff members in the workplace, listen to their concerns, and build a bond between Human Resources, employees, and managers. One of the most important factors in keeping employees happy is by managing expectations, communication, being flexible, and providing adequate training. Taking an active and engaged role in employee happiness promotes better overall performance because it helps to keep and motivate staff. Change Management: This is...
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