Practical use of managing change and innovation
- 1. A N I N S I G H T I N T O P R A C T I C A L U S E O F MANAGING CHANGE AND INNOVATION C H A P T E R 7
- 2. MANAGING SQUAD TEAM MEMBERS ANIF NAWAZ (G.L) 85 FARIYA YASMIN 135 TANVIR AHMED 65 RAFEUN ALAHE RAAD 184 MOHSIN HOSSAIN 183
- 3. L E T ’ S G E T The Scenario: After the national transportation Safety Board recommended that states ban the use of cell phones while driving because of safety concerns, many companies are changing their policy on employees cell phone use. JeffTurner, owner of an appliance repair services company inToledo, Ohio, has told his employees that the company’s new policy is ‘’No cell phone use while driving.’’ However, he’s having a difficult time enforcing the policy. What suggestions would you give Jeff about getting his employees to change their behaviour? I would suggest having a briefing with all employees and explaining to them why it is important to follow this policy, as it involves people’s lives. Furthermore, I would enforce the policy by giving out formal warnings when anyone is reported using their phones while driving. If that has no impact, I would then suggest suspension without pay. I’ve found that sometimes people need to see consequences in order to cooperate and comply with policies. OscarValencia Manufacturing Manager REAL
- 4. SUMMARY Safety Board recommended that states ban the use of cell phones while driving. Jeff Turner Tries to enforce it in his company. But it is difficult to enforce. Enforcement Methods: Informal meeting. Formal Warning. Strict measures. LEARNING OUTCOME
- 5. When the news broke late summer 2013 that Microsoft’s CEO (Steve Ballmer) was stepping down, the search for his replacement was on.Analysts said that whoever the replacement was, the individual would face the challenge of ‘’rebooting Microsoft’s corporate culture, in which charting the safe but profitable course… too often wins out over innovation…..’’ Satya Nadella is that person. Named CEO in February 2014. Nadella is a 22-year veteran of Microsoft. His new ‘’slogan’’ is innovation, innovation and innovation.When asked what his plans are for the software giant, he answered with that one word, innovation. How does he plan to make innovation part of the culture? By ‘’ruthlessly removing any obstacles that allow us to be innovative.’’What can you learn from this leader making a difference? LEADER DIFFERENCE M A K I N G A
- 6. SUMMARY Satya Nadella’s policy for Microsoft’s development is innovation and removing obstacles in path of innovation. Be innovative Remove obstacles in path of innovation. Be determined. LEARNING OUTCOME
- 7. L E T ’ S G E T The Scenario: Sondra Chan manages a team of 12 researchers at an organics-based cosmetics company. Like many companies during the past few years, she’s asked for her employees to take on greater responsibility since budgets are tight and no new hires have been brought on-board.Although she wants her team members to these added responsibilities as furthering their own personal development,she also doesn’t want to stretch them too far, causing out- of-control workplace stress and burnout. What can Sondra do so her team doesn’t get too stressed? Sondra should meet with each team member to review the details of their new job responsibilities and how she will use a structured and supportive approach to incorporate these tasks into their daily routine. Be positive and encouraging but firm and forward-thinking by focusing on the opportunities for personal and professional growth. Sondra should consistently touch base with each team member to gauge their progress and morale. Toni Petrella-Diaz Retail Manager REAL
- 8. SUMMARY Employees are to take on bigger responsibilities. These might lead them to personal development. But also might stretch them too far. Talk with the members and make a plan about new responsibilities. Be positive and encouraging Keep an eye on progress LEARNING OUTCOME
- 10. LEARNING OUTCOME Company’s encouragement on innovation might create a spark for something new. Innovation is always necessary for a company wishing sustainability. However this policy needs to be implemented realistically to be effective. Mandated experiment time can be really effective at reliving stress. Mandated experiment can be effective at organization and personal development.
- 11. C A S E SUMMARY-A.S WATSON GROUP P ROV I D I N G U N I Q U E S H O P P I N G E X P E R I E N C E . G E T T I N G C O M P E T I T I V E A DVA N TAG E . TAG L I N E “ L O O K G O O D, F E E L G R E AT, A N D H AV E F U N .” T R A I N S E M P L OY E E C U LT U R E . I N N OVAT I V E A P P ROAC H TO S E RV I C E . T H E TO P M A N AG E M E N T T E A M I S T RY I N G TO R E AC H A G L O B A L M A R K E T.
- 12. LEARNING OUTCOME Business needs an emphasis on customer satisfaction. It needs to always be creative on consumer approach. Employees need to be aware of the company culture. Being socially responsible is always a good approach. Don’t rely on just one specialty. C A S E
- 13. C A S E SUMMARY -WORKPLACE STRESS CAN KILL M O R E T H A N 5 0 P E O P L E AT F R A N C E T E L E C O M C O M M I T T E D S U I C I D E B E C A U S E O F S T R E S S . I N F OX C O N N YO U N G E M P L OY E E S P E R F O R M E D S U I C I D E B E C A U S E O F S T R E S S . I N V E S T I G ATO R S F O U N D E M P L OY E R S U S I N G P U S H Y P S Y C H O L O G I C A L C O N T RO L . M A N Y E M P L OY E E S A R E P U S H E D B E YO N D L I M I T R E S U LT I N G I N S U I C I D E . C O M PA N I E S A R E T RY I N G TO R E D U C E S T R E S S T H RO U G H P RO P E R M A N A G E M E N T.
- 14. C A S E LEARNING OUTCOME No job is worth the stress, no matter how much it offers. Stress is a public global health issue that needs to be addressed. There needs to be communication for a change. Company needs to care about their staff as much as they care about the company. Counseling and stress management techniques can be very useful.
- 15. THANK YOU A N Y Q U E R I E S ?