Understand innovation and change in an

Leadership and personnel change Changes to inter-organization alliances Innovation provides a response to these change triggers.

Understand innovation and change in an

Understand innovation and change in an

Understanding Innovation and Change Benefits of change and innovation Change is a necessity and can be considered to be natural progression. The oxford dictionary describes it as: As society changes we face challenges in effectively engaging our members and as a result must change in order to continue to be effective.

This meant we had to change how we managed ourselves in order to reflect what the law required. Currently we are undergoing a governance review, which we are required to do at least every 5 years.

This review will result in substantial changes being made to the democratic structure of the Union and will result in a change of Elected Officer positions. However; a major barrier is people, particularly when it comes to reacting to change.

Individuals can display an array of behaviours towards change: It was been suggested that these reactions to change have a number of influencing factors: Which means if a change is being made following a previous unsuccessful attempt they may be less supportive.

Overcoming barriers to change and innovation The emotional change life cycle shows us the Human factors of change and how change can be perceived by individuals both negatively and positively. We are moving from the current stable state towards a future stable state and in the transition there is an element of unstableness.

If the transition is handled badly the change can be perceived negatively leading to Debilitation, Denial, Anger, Bargaining and Depression before being accepted. In order to overcome resistance we need to ensure a clear line of communication.

Staff and students need to understand why we are making the change, and what the benefits are going to be. In some cases we also may need to compromise to reduce the resistance faced and ensure people transfer easily to the stage of acceptance.

By not addressing areas such as the human factors we risk affecting staff morale, which can result in low productivity and even a high staff turnover, or even people refusing to operate to the new rules and regulations thus disrupting the change that we tried to achive. Promote Summarise The objective of the change is to create a model of governance that allows students to be better represented on campus and for the Union to be more effective an enacting the voice of students.

This will be done by the creation of forums for students to engage without complicated bureaucracy and rules. Increase representation at College level allowing officers to have a clear constituency to represent. These changes will be mapped onto the existing departments and strategic plan to ensure staff and Union support for all areas Explain the benefits Increased academic representation — Academic representation is currently the busiest position in the Union and due to their being only one person handling all those issues it is often unable to achieve what is needed.

We consulted elected students and staff on what they felt the issues where. We then signed up to an NUS project on governance — they ran both a survey and focus groups and fed the information back to the Union We met to discuss this data and analyse it to see how best to proceed.

Detail action We will send a proposal to the trustees in September It will go to Referendum in November If it passes we will then work on the re writing of the bye-laws throughhaving them finished and implemented by June The Trustees will then look at the staff structure to ensure it supports the new system.

Invite feedback We will hold a number of meetings where we will invite feeback on the proposal prior to it going to referendna. Are there any concerns we need to address?

Do we have the support of the relevant people? Who still needs to be influenced? Test A test is not possible in this case due to the nature of the change being to the democratic process as a whole. Changes to governance do not allow for a testing phase Evaluate Not relevant due to not being able to test.

Roll out Ensure all documents are written and staff briefed to ensure it is rolled out effectively. The importance of communication in change and innovation In the early 20th Century Kurt Lewin identified three stages of change Unfreezing, changing, freezing.

Stage 1, Unfreezing - This stage is about getting ready to change. It involves getting people to a point of understanding that change is necessary, and getting them ready to move away from the current comfort zone in which they currently feel safe and a sense of control.

Force field analysis is a useful way of identifying both the driving and resisting forces of change.It is essential to understand the relationship of change, teacher development and school development. Fullan (, p) states ‘ change is a process of learning new ideas and things’.

framework to understand the complete innovation process is the innovation system framework. It recognizes the complexity of innovation and Faculty of Geoscience Understanding technological change. spirit of creative destruction. The scale and successes of these coalitions directly depend on the available resources (function 6) and the.

Jul 17,  · Change and innovation is one of the main pillars of the digital transformation. Let’s take a deeper look at how change and innovation drives digital transformation.

We want to understand how. Managing change and innovation - Getting the most from the innovation funnel As complexity increases, managing change and innovation becomes increasingly difficult.

Despite (or because of) easy availability of information, the ability to project future outcomes has moved from an environment of manageable risk to rising degrees of uncertainty.

Understand the drivers of the need for innovation and change Explain product, process, and service innovation Describe the difference between radical and incremental innovation.

Understanding innovation and change in an organisation. Level: 3. Credit value: 2. Unit guided learning hours. 9. Learning outcomes (the learner will) Assessment criteria (the learner can) Understand innovation and change in an organisation.

Explain the benefits of innovation and change for the organisation.

Managing change and innovation