Creative Change and Innovation Assignment Sample

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Introduction

Get Expert Guidance for Assignment Help Writing to explore creative change, innovation, and business transformation with well-structured insights and analysis.

Creative change is the capability to undertake competent methods for redefining the something. On the other hand, innovation is the central tool of entrepreneurship that helps in generating the new ideas and transforming into the new goods and services. In the current times, all the organizations put emphasis on the creative change & innovation to stay competitive and build brand image in the market. Apart from this, the essay will highlight the impact of the change on people and business as well as role of change agent and how they perceived within the business.

Main Body

Critically analyse the impact change has on people within an organisation

Organizational change is a process of transforming the business from its current state to a desired to a desired future state. It is beneficial for the organization to bring the creative and innovative change because it helps in encouraging collaboration, heightened productivity and better staff morale which ultimately positively impacts the profitability and productivity of the business. Along with this, if the management introduce the changes in the business then it has massive impacts the all people who are associated with the business. As per the view of Rowley and Oh (2020), introducing the creative change is positively impacts the people within the business because it helps in increase their motivation and engagement.

Organizational creative and innovative change is regarding a reagent for boosting the employee engagement and motivation (Hanelt et al, 2021). If the workforces feel that their business is evolving and enhancing then they become more influenced to contribute to the business success. For example, Unilever also introduce the creative and innovative change i.e. makes a clean future. This creative change is accomplished by Unilever to replace carbon derived from fossil fuels in the home care products. As critically argued by McCarthy and Eastman (2021) introducing the creative and innovative change is challenging process for the business because some workers may struggle with the change due to the lack of information, fear of unknown and fear of losing the jobs. As critically opinion by Errida and Lotfi (2021), creative and innovative change helps in improving the job satisfaction, teamwork and collaboration which ultimately positively impacts the people of business.

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Apart from this, change is continuous in organization but they doesn’t make simpler or easier to deal with. For many workforces, creative and innovative change can bring the anxiety and stress which directly affects their job performance. People reactions to the change in the place of work involve fear of their job security. Additionally, fear is one of the common reactions of the people towards the creative and innovative change (Reinholz and Andrews, 2020). Employees usually fear the loss of their job from which they feel demotivates that further impacts their productivity. Furthermore, the reactions of the people have significant impact on the process of change. Sometimes, the employees also have positive reaction towards the creative and innovative change because it helps in increase their efficiency and productivity.

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Role of Change Agents within an organisation

Change agent is a person or group of people who co-ordinates the creative and innovative changes as well as take initiatives within the business. In every business, it is crucial to have change agent because they determines the requirements for the change and take the preliminary steps for the change process and supervise it from beginning to closure. The key purpose of change management in the business is to foster the value of change being made (Volberda, et al. 2021). In every company, there are various types of change agents such as people-focused, internal process; organizational and operational that they are implement the changes effectively and appropriately. Unilever also have several types of change agents to introduce creative and innovative change.

In addition, the change agents perform the roles of communicator, trainer, advocator, consultant and researcher. The change agents perform various roles and responsibilities. The change agents are communicating how change is advantageous for both business and workforces. The change agents also understand the reaction of the people to change and minimize the resistance to change (Pichler, Roulet and Paolella, 2022). Moreover, managing the change process is not an easy task for the change agents of Unilever because it is difficult and time consuming process.

The change agents are developing the thoughtful strategy for communicating and executing the change. To adapt the creative and innovative change process effectively, the change agents are listened to the team members who are involved. For instance: In the context of Unilever, if the change agents are introducing the change of sustainability then they become actively engaging with workers by conducting change management training and exercise. Along with this, the key reasons of introducing the change agents in the Unilever are to develop the sustainability as a factor of the business, organizational and personal success in the working environment.

Kotter’s 8 step change model

To introduce the creative and innovative change effectively the change agents of most of business are likely to use Kotter’s 8 step change model. This is regard as one of the significant model of change management that empowers the business to tackle the change and digital innovation by assembling their workforce to speedily adapt and execute the new technologies, processes and other changes (Laig and Abocejo, 2021). To introduce the change of sustainability, the change agents of Unilever also adapt this model. This change management model classify into the eight stages such as build the change team, create a sense of urgency, communicate the vision, form a strategic vision, focus on short-term wins, remove barriers to change, institute a change and maintain momentum. Adaption of this model is beneficial for the business to introduce the creative and innovative change because it covers all the aspects of the change from the cultural through to operations (Harrison, et al. 2021).

CONCLUSION

From the above essay it has been concluded that, it is beneficial for the business to bring the creative and innovative change because it helps in gain the competitive advantage over the competitors. The creative and innovative change impacts both negatively and positively on the people within the business. Creative change helps in increase motivation, engagement and job satisfaction and their reaction positively impacts the profitability and productivity. To implement the change, the change agents are implementing Kotter’s 8 step change model.

References

Books and Journals

• Errida, A. and Lotfi, B., 2021. The determinants of organizational change management success: Literature review and case study. International Journal of Engineering Business Management, 13, p.18479790211016273.
• Hanelt, A., Bohnsack, R., Marz, D. and Antunes Marante, C., 2021. A systematic review of the literature on digital transformation: Insights and implications for strategy and organizational change. Journal of Management Studies, 58(5), pp.1159-1197.
• Harrison, R., Fischer, S., Walpola, R.L., Chauhan, A., Babalola, T., Mears, S. and Le-Dao, H., 2021. Where do models for change management, improvement and implementation meet? A systematic review of the applications of change management models in healthcare. Journal of healthcare leadership, pp.85-108.
• Laig, R.B.D. and Abocejo, F.T., 2021. Change management process in a mining company: Kotter’s 8-Step change model. Journal of Management, Economics, and Industrial Organization, 5(3), pp.31-50.
• McCarthy, C. and Eastman, D., 2021. Change management strategies for an effective EMR implementation. HIMSS Publishing.
• Pichler, R., Roulet, T.J. and Paolella, L., 2022. A bailout for the outlaws: interactions between social control agents and the perception of organizational misconduct. Research in the sociology of organizations, Forthcoming.
• Reinholz, D.L. and Andrews, T.C., 2020. Change theory and theory of change: what’s the difference anyway?. International Journal of STEM Education, 7(1), pp.1-12.
• Rowley, C. and Oh, I., 2020. Trends in Chinese management and business: change, Confucianism, leadership, knowledge & innovation. Asia Pacific Business Review, 26(1), pp.1-8.
• Volberda, H.W., Khanagha, S., Baden-Fuller, C., Mihalache, O.R. and Birkinshaw, J., 2021. Strategizing in a digital world: Overcoming cognitive barriers, reconfiguring routines and introducing new organizational forms. Long Range Planning, 54(5), p.102110.