Elements that need to be changed
Radical innovation (RI) projects are characterized by high levels of uncertainty. Deducing from the case study, management and people need to change to adapt to new strategic approaches of doing things.
Management should educate employees on new approaches of doing things and that should be stated in the organization’s mission and vision statements. Research has shown that management that has factored a culture of innovation in its RI strategy eventually becomes very successful.
For the case study, people at different levels of the organization can get motivated and stimulated to be proactively involved in the change process.
The organization needs to legitimize these changes so that when people come up with conflicting ideas, these ideas can either be dismissed or incorporated with a lot of care. In addition to that, management has to be fully committed in implementing new changes by presenting a united front in order to avert possible resistance to change particularly from employees.
The organization’s strategic approach to RI also needs to be changed. One of these strategic factors includes a tactical approach in introducing the RI strategy. In addition to that, communication is a key component in getting employees to know what their roles and their involvement in introducing change in the organization are.
The business structure can not remain the same when change has been introduced in this organization. Therefore, structural factors need to be changed. An organizational structure specifically involves horizontal and vertical hierarchies. A change in structure is indispensable so that the organization and people fit in the new organization.
People factors include competence and skills, entrepreneurial approach to doing things, team work, and management’s involvement. On the other hand, external factors envisage the environment and how the organization under study interacts with it. In addition to that, process factors include the organization’s approach to implementing the RI, controls and how these controls are exercised.
Technology is another element with a key role in the change process. Newer, cheaper, and cleaner technologies play an important role in product quality.
The change agent
The change agent in the RI process should be the leadership. Leadership
should have the ability to enhance certain practices and destroy those practices that adversely impact on RI. An organization’s existing strengths can be enhanced to put it at a strategic advantage in the market by strong and intelligent executives who operate at different levels of management.
In addition to that, the strengths of an organization can take an organization to a completely new direction in the market. Therefore management gains more competence by incorporating new skills, strategies, technologies, and abilities the driving forces behind a successful RI.
A change plan for the organization
To introduce RI into the organization, a strategic approach based on the model that was settled on is outlined below.
Searching for organizations that allow employees to volunteer during work hours
Technology has become one of the most valuable tools in today’s society for job seekers and companies for accessing information. A lot of information about organizations is available on their websites.
In addition to that, an organization’s activities include its approaches in disseminating information about its operations. These two elements play a significant role in providing valuable information about a company and available opportunities.
Various approaches involved in determining these companies include identifying an individual’s actual direction and growth opportunities in relation to existing companies. Personal strengths, weaknesses, skills, passion, likes and dislikes, and individual talent contribute immensely to determining the direction to take.
With an open minded approach, a scrutiny of individual company websites and news articles in seeking for the most favorable company count as the most appropriate approach in establishing the company of choice.
Further to that, a close consideration of the kind of resume that may be required could significantly contribute to the choice of a job. A well tailored resume and cover letter could greatly count in influencing management in considering the application made once the company of choice has been identified.
Add to that, a close evaluation of practical experience and job description are important. This could be in line with what a company needs in relation to its area of specialization. Networking is an important resource in identifying a company with such opportunities. Getting actively involved in passing a resume around in addition to calling and contacting friends forms a significant part in networking.
An individual’s winning approach includes individual appearance. Dressing in the manner most attractive and tailored to fit the job one is looking for are important elements. At all times, one is required to be professional. This will positively contribute to the way people view an individual, either as a professional or not.
A job seeker should be thoroughly knowledgeable about activities companies invest in and available opportunities within that company. This information could help one identify oneself with available volunteer opportunities with special emphasis on one’s abilities. That could imply playing part as a professional in one’s field of training at school.
Gradually, realistic expectations should be set by the job seeker by incorporating volunteer opportunities in the organization of interest. In addition to the discouraging element of rejection that may face an individual job seeker should not play part in derailing one from one’s vision and pursuit.
Volunteer opportunities
These steps help in identifying volunteer opportunities one is passionate about.
Evaluating available opportunities and identifying those companies that provide volunteer opportunities at working hours. Once these have been identified, individual skills that match with the identified opportunities should be evaluated and rated.
Individual abilities are then evaluated. These include individual skills, personality, kindness, and ability to bond with others. Opportunities to grow should be identified within an organization of interest with a strong sense of commitment. One’s ability to direct an organization in meeting its goals is one of the characteristic identifiers of a volunteer.
Organizations that allow volunteer opportunities on company time
Many of those organizations that provide volunteer opportunities can be found listed over the internet and their activities identified on their websites. These include the Metropolitan family services company, Oregon mentors, Gatekeeper program, and Adelante Mujeres organizations among others.
Organization that provides a march between a and b
These include Oregon Mentors and Gatekeeper program. These organizations provide volunteer and growth opportunities among other benefits.
Job design
Employee motivation plays a key role in organizational performance. Various motivational factors play different roles in employee performance and retention. Based on the above case study, Lisa Black is more inclined to higher job satisfaction based on better interpersonal relationships. Good interpersonal relationships enhance better communication, sharing of ideas, better understanding, and better decision making.
It is clear therefore that, for Lisa Black better interpersonal relationships, followed by more pleasant physical surroundings, better job security, better supervision, improved benefits, changes for growth, advancement, higher wages, more responsibility, and improved technology in that order of significance to job satisfaction.
On the other hand Juan Esposito values higher wages as the most significant motivational factor. Satisfactory wages place an employee at a position to provide for the essential personal needs in addition to dependants.
Esposito’s scale identifies improved technology, chance for growth, advancement, more responsibility, better supervision, physical surroundings, better interpersonal relationships, better job security, and improved benefits to significantly impact on personal motivation in that order. Each scaling speaks clearly of the needs and character of each individual.
Black is more concerned about the environment than Esposito. The scale suggests that Esposito places little emphasis on long term benefits that come with employment compared with Black who seems to be more concerned with long term benefits and the working environment.
One could conclude that Black is more interested in long term benefits that result in better working conditions while Esposito has significant regard for temporary gain as along as personal interests are satisfied and are given a higher priority. These elements are counterproductive on employee productivity and the quality of work.
Designing the job for Lisa and Juan
A balance should be struck between the motivational element and organizational needs and strategy. To that end, my approach to job design could involve identifying and categorizing job content’s satisfying and dissatisfying factors. Dissatisfying factors will help maintain the structure and organization of the business while satisfying factors will significantly impact on individual growth and self-actualization.
I could proceed to incorporate job enlargement that could factor more tasks into their activities. I could proceed to implement a job rotation for betterment of their skills and knowledge besides erasing boredom, and then proceed to job enrichment to add value to their job gradually simplifying their job.
Positions for Juan and Lisa
Their positions could vary widely. Lisa could better serve as a human resource person. Descriptive of Lisa’s characteristics include good interpersonal relationships, more pleasant physical environment, and better job security characteristic of this position. Lisa has incorporated the element of corporate social responsibility and concern for the wellbeing of others. On the other hand Juan could better serve and be happy as a financial officer.
Juan could significantly contribute to the institutional wellbeing of the financial health of the organization based on the grading of higher wages as the highest motivational element. Lisa could best serve as a manager for the wider concern evident on the scaling, while Juan could be happy serving as a quality control manager for the aspects of technology and wages are identified as highest motivating factors.