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- Create incentives such as gift vouchers for the worker of the month = allows workers to contribute their efforts and build a good work culture
- Send recognition emails/posts
MOTIVATION
The emergent approach assumes change is beyond managements knowledge and power, and is something that emerges out of the course of events.
Frank acknowledged that the “main problem” was MOTIVATION. He suggested that the company needs more powerful incentives to get people thinking out of the box!
is defined to be ‘any form of effort or initiative undertaken to alter an aspect of the organisation’.
In this regard organisations such as Innostat can choose between three commonly known approaches used by business’ desiring to undergo change under various circumstances:
1- Naïve approach to change
2- Planned approach to change
3- Emergent approach to change
Stephanie can also implement McGregor's theory Y = more empowerment to the employees so that they can form effective and efficient cross functional teams
“Corporate culture is the pervasive values, beliefs and attitudes that characterize a company and guide its practices”
Stephanie can adopt motivational strategies
- Offering opportunities for self-development
- Establish the greatest relationship with her inmates, listen to them, solve their problems and impact them, in order to succeed productivity improvements and new product opportunities.
- Create weekly/monthly surveys to communicate employee’s ideas and thoughts.
Three step model includes:
The ‘Unfreeze’ stage: involves identifying problems that need to be changed through using methods such as the force field analysis and overall challenging the norm of the organisation to form controlled action by management and those resisting change,
Recognises the interconnectedness of the
unique aspects of an organisation
Emphasises the interdependence of the
varying aspects of an organisation
Locke’s goal-setting theory = raise incentives for employees to complete work quickly and effectively. It is what it needs right now!!
views the organisation as an iceberg where aspects such as social and human qualities i.e. resistance and anxiety towards change is found below the surface.
A specific change model under the planned approach that Innostat could adopt is Lewin’s ‘Three step model’, which is a change process that follows a set of steps, that ensures time for preparation and the undertaking change process and evaluation of change on the organisation.
Q6-Under organisational change, which of the three approaches could not be used for this case study and one reason why
PK Henderson report suggests that change is needed in various areas within the organisation.
Issues arose due to Stephanie’s eagerness towards taking on such changes as many members of Innostat both old and new believed that it should remain the same and under the same control.
Movement stage: is where the actual change process occurs and results in people such as board members like Teddy in Innostat, to begin to resolve their uncertainty.
Freezing: This stage in the model occurs post the change process, it involves evaluating the change undertaken and decide on whether any further changes need to occur or could future change be avoided.
ANSWER
Positive consequences of such approach;
- And also give such change the time needed to occur
- This will assist in the gradual acceptance by members within the organisation resisting.
- May improve current financial and innovative turmoil of Innostat
Negatives consequence for both the members of Innostat and the overall organisation include;
- Time and resources are needed in the abundance.
- No definite answer on whether it will lead to the success Innostat is aiming for.
- Stephanie may not even be within the company to see the plan follow through and its outcome.
Naïve approach
Livne-Tarandach and Bartunek argue that;
“Leaders should not longer be considered...solely as initiators and implementers of pre-planned organisational change; nor should they be seen...solely as reactive agents to emergent change forces. Rather they should develop the ability to connect the two to create synergy.”
Leadership is the
foremost essential
factor to an
organisations
success.
ANSWER
- Traditional command
and control methods
are less effective.
- All individuals are
required to take
initiative.
Unfreeze stage
As mentioned by Saragina, Innostat requires a participative leadership style. List 4 characteristics as stated earlier
Q5-In reference to what Mantoura said define the unfreeze stage inLewins three step model and give specific examples of the driving and restraining forces found under the unfreeze stage of the force field analysis
Q2-As mentioned by Saragina, Innostat requires a participative leadership style. List 4 characteristics as stated earlier
ANSWER
EMERGENT APPROACH
The emergent approach believes in the natural emergence of numerous factors during the change implementation phase that were not initially forecasted.
ANSWER
Q1-Motivation is a critical issue for Stephanie to consider to turn the organisation around. What were the three motivational strategies stated by Maryana that she can adopt?
Q4-Give an example of how the processual and systematic approach affected Innostat
Q3-What is the difference between the processual approach and systematic approach mentioned earlier by Alana under the emergent approach
ANSWER
Processual
Systematic
Processual approach
Systematic approach
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