This project focuses on the change in the organisation through innovation and upgradation. It is true that change in management of organisation is very important in this competitive era. It is necessary to find that which type of change in the management of human resource is beneficial for an organisation. The organisation needs to adopt the new technology and the modification so that they can survive in the world of competition. In every sector either is corporate sector or education sector, changes are required with time so that people can become smarter and live the life easier. Technology is an innovation that has happened and affects the world a lot in a positive way. Every sector of corporate as well as education is taking the help of new technology so that they can provide better future to the world and will not stay behind with others. In the today’s world of competition, if any organisation is not participating then that is out of the game and will not survive for a long time. Organisational changes are very industry and it it is beneficial for the growth of the company.
As stated by Georgalis (2015), changes in business are very important for an organisation to survive in the world of competition and for the growth of the organisation. Organisation needs changes in the strategy of business, the structure of business, the methods of operation, technologies of business, the culture of organisation and many other things within that organisation. These changes affect the business of the organisation in a positive manner as these changes are required with time. As stated by Boer (2017), there is not more innovation but the modification of the old strategies and processes with time and technology.
For the efficient operation of an organisation, it is necessary to adopt the new changes and modification of the old processes. Every organisation wants to remain always a step ahead of the competitor or rivals, not fall behind. In accordance to Lozano (2015), for sustainability of an organisation, it is necessary to address soft issues by the organisation and it helps the organisation to move equilibrium level from unattainable level. In business sector, innovation, as well as changes, is required with time. The innovation of technology has impacted the world of business a lot in positive way. The management of the organisation has a great role in organisational changes as they are the one who needs to accept the latest changes of the world and implement them within the organisation.
As stated by Bourke and Crowley (2016), innovation is nothing but a process of generation of new ideas and its implementation that is built upon skills, personnel, and resources within the organisation. Innovation is a type of structural process. Innovation is almost mean to create new foundation for building the new construction with different features. As an example innovation means to break down the existing wall to create more space or to place new wall for the extra room. The nature of innovation is transformative. Innovation is all about creating new opportunities and finding the vision. Innovation is an approach that is inside out and it comes from inside of the person or organisation or society. Innovation needs a strong mindset because innovation can be done by a person who has power to give an excellent performance.
As stated by Carnall (2018), change is a process which is incidental. It is all about modification of rules, infrastructure, processes and workflows to get better results. For example, while staying in a room, people do some changes like changing the colour of the room, the placement of furniture and many things. The nature of the change is administrative. Changes do not require a creative nature or a vision. As stated by Day (2017), the approach of change is outside in and it does not require a strong mindset. While working in an organisation, one just needs to understand how to improve current situation.
Changes and innovation are not same at all but they can go together. It is very important for an organisation that when the organisation needs the changes and when some new innovation is required.
It is true that innovations, as well as changes, are growing together in every sector whether it is working sector or education sector.
Changes in the university
Online Recruitment
As stated by Lozano et al. (2015), online recruitment is a change that happens in the university. Earlier, the students had to go to college to get information about the admission but now it is very easy to get information about recruitment online. Students can get information about all the universities around the world and to know about the facilities as well.
E-Library
As stated by Lozano et al. (2016), previously, students have to go to universities to take books from the library. Sometimes the library had not proper numbers of books for every student but now with the help of E-library, it is possible to read any book anywhere.
Innovation in the university
Online learning
Online learning is an innovation that has happened in the universities and it has affected the education sector in positive way. Students are able to learn without going to the university and use the study with their work. It is an innovation as it is completely a new process of education.
Robot Lecturer
In some universities, robot lecturer is available. This is an innovation as it comes from an idea and strong mindset. Robot lecturer provides good information and does not make any6 mistakes. It is the best innovation in education sector.
The management change theory of Kottler
As stated by Goulden and Spence (2015), Kottler states that to bring a change in an organisation, it is required that whole organisation is ready for the change. Every employee should be happy with the changes. The organisation needs to focus carefully that what type of changes is required and when. The changes should be beneficial for the whole organisation. The management should convince the whole organisation that the changes are really needed. There should be the proper reason for changes and the management should communicate with the whole organisation about the vision. The management should be ready to face the obstacles to implement the changes.
The management change theory of Lewin
As stated by Montano et al. (2014), Lewin states the model of three phases of changes that are unfrozen, change then freeze. Lewin explains the necessity of organisation changes with the help of change in the shape ice block. The first step is to talk about the changes to whole organisation. The second step is to do the changes. The last step is to help the organisation to accept the changes.
Conclusion
This project focuses on the change in organisation with the time and with the latest innovation and changes. In every sector either is corporate sector or education sector, changes are required with time so that people can become smarter and live the life easier. For the efficient operation of an organisation, it is necessary to adopt the new changes and modification of the old processes. Every organisation wants to remain always a step ahead of the competitor or rivals, not fall behind. Organisation changes the strategy of business, the structure of business, the methods of operation, technologies of business, the culture of organisation and many other things within that organisation. These changes affect the business of the organisation in a positive manner as these changes are required with time. If an organisation does not think about the changes in the process, strategy then it will not able to compete with others organisation. In the today’s world of competition, if any organisation is not participating then that is out of the game and will not survive for long time. Organisational changes are very industry and it is beneficial for the growth of the company. The management plays the best role for the changes in the organisation.
Reference List
Boer, H., Berger, A., Chapman, R., and Gertsen, F. 2017. CI Changes from Suggestion Box to Organisational Learning: Continuous Improvement in Europe and Australia: Continuous Improvement in Europe and Australia. Abingdon: Routledge.
Carnall, C. 2018. Managing change. Abingdon: Routledge.
Bourke, J., and Crowley, F. 2016. Which organisational changes are most beneficial for firm innovation?. Economics and Business Letters, 5(4), pp.152-158.
Day, A., Crown, S. N., and Ivany, M. 2017. Organisational change and employee burnout: The moderating effects of support and job control. Safety science, 100, pp.4-12.
Georgalis, J., Samaratunge, R., Kimberley, N., and Lu, Y. 2015. Change process characteristics and resistance to organisational change: The role of employee perceptions of justice. Australian Journal of Management, 40(1), pp.89-113.
Lozano, R. 2015. A holistic perspective on corporate sustainability drivers. Corporate Social Responsibility and Environmental Management, 22(1), pp.32-44.
Lozano, R., Ceulemans, K., and Seatter, C. S. 2015. Teaching organisational change management for sustainability: designing and delivering a course at the University of Leeds to better prepare future sustainability change agents. Journal of Cleaner Production, 106, pp.205-215.
Lozano, R., Nummert, B., and Ceulemans, K. 2016. Elucidating the relationship between sustainability reporting and organisational change management for sustainability. Journal of cleaner production, 125, pp.168-188.
Goulden, M., and Spence, A. 2015. Caught in the middle: The role of the Facilities Manager in organisational energy use. Energy Policy, [Online] 85, pp.280-287.
Montano, D., Hoven, H., and Siegrist, J. 2014. Effects of organisational-level interventions at work on employees’ health: a systematic review. BMC public health, [Online] 14(1), pp.135-140.
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