Republic of the Philippines

University of Rizal System

Rodriguez, Rizal

GRADUATE SCHOOL

Course Title: EDUCATIONAL LEADERSHIP

Term: SY- 2018-2019

Professional Lecturer: Maria Cristina Marasigan

Reporter: Ailyn H. Blase

Topic: FACILITATING INNOVATION AND CHANGE IN SOCIETAL CONTEXT

INTRODUCTION:

As complexity increases, managing change and innovation becomes

increasingly difficult. Despite (or because of) easy availability of information, the

ability to project future outcomes has moved from an environment of manageable

risk to rising degrees of uncertainty. The speed at which information is

transformed into actionable knowledge is not keeping pace with changes in the

business environment.

Manageable risk implies that there is sufficient knowledge to at least quantify the

probabilities of specific outcomes. Uncertainty, as characterized by Frank Knight

(1921), suggests that the level of risk becomes unknowable. In this type of

environment the time to learn becomes the fundamental restriction to effective

innovation. New knowledge must be created to determine the changes (or

improvements) that will provide benefit and meet goals.

.II. STATEMENT OF THE PROBLEM:

 What is The Meaning on Innovation and Change?

 How to Manage Change and Innovation to Accelerate Critical Learning?

  What are The External and Internal Factors That Triggers Innovation And
Change?

III. DISCUSSIONS:

Managing change and innovation to accelerate critical learning, inherently

requires some level of change. Change requires learning. However, humans and

organizations tend to learn as a reaction to events. Business incentives provide

additional motivation to exploit existing knowledge. What change triggers will

motivate the investment in new learning needed to innovate?

Triggers come from both internal and external sources and include:

External triggers

 Customer needs, desires or expectations

 Competitive offers

 New technology

 Changing demographics

 Economic cycle

 Geo-political events

 Environmental change

 Societal change

 Industry structural changes

 Regulation change

internal triggers

 Decisions

 Problems in operations

 Company growth or decline

 Leadership and personnel change

Innovation provides a response to these change triggers.

Types of innovation help characterize these responses, suggesting innovation

that could provide a more effective response to a specific change environment or

trigger. With high uncertainty and possibility, managing change and innovation

effectively requires that learning investments be focused on the areas of change

that represent the highest risk and/or opportunity for continued sustainability and

growth of the business.

 Manage decision making to reduce resistance

Resistance and challenges to change develop in response to factors that

increase emotions in decision making.

These include:

 Lack of trust and understanding, particularly with regard to intentions and

purpose

 Uncertainty and lack of information that makes it difficult to project likely

future events

 Different goals and assessments by people who will be impacted by a

change

Decisions need to be made at every level to support desired change. This implies

that people with different decision making styles must get the information,

communication and motivation needed to decide to align and respond positively.

Managing change and innovation should also address questions important to

business sustainability and growth.

 How much will innovation cost?

 How will it be measured?

 What is the return on innovation?

 Is the cost of failure predictable and acceptable?

 What are the likely consequences of a failure to change?

In high uncertainty, the learning investment needed to address these questions

becomes difficult to predict, and managing change will need to focus on learning.

The advantage of innovation and Change in an organization can deliver

significant benefits. It is one of the critical skills for achieving success in any

business. It can help you solve the problem, generate profit, increase your

market share and edge out competitors.

IMPLICATION:

People are the most important resource and the essential contributors to

successful change, without them, change cannot happen. It is important that your

employees are thoroughly trained and understand what is being changed and

why.

REFERENCES:

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