Innovation and Change Management
Organizations are facing environments that are changing rapidly in the context of globalization, especially in rethinking the borders of their markets and encouraging their employees to think globally. Managers in the public and private sectors need to help their organizations to respond and adjust to current and upcoming changes effectively with innovation and change management strategies. In this regard, the researcher conducted a study to (1) study concepts and cases of innovation and change management, and (2) make recommendations on effective innovation and change management. Documentary research and deductive approach of analysis were utilized to find answers to the two identified objectives. The findings pointed to innovation as a process by which organizations use their skills and resources to develop new goods and services, new production and operating systems in response to the needs of their staff, customers, and society. The use of the force-field analysis can help develop action plans with an equilibrium point in the desired direction to cope with the dynamics of change situations. The three-stage model of the change process could be used to reduce resistance to change. The most effective innovations for change were based on systems theory, participation and empowerment, teams and teamwork, applied behavioral science, action research, and OD interventions. Recommendations were made for public and private organizations to use effective innovations and change management for organizational adjustments.
Keywords: Innovation, change, management, the force-field analysis, three-stage model of the change process, dynamics of change situations, reduction of resistance to change