Psychological Perspectives Practices in Europe

Discuss About The Psychological Perspectives Practices In Europe.

References and theory-based approach

This is an individual assessment. For this assessment, first, you are required to work through the case study in this assessment. Second, you have to conduct research about the questions asked in this assessment and then answer these questions in relation to the case study. The focus is on creativity, innovation, and change in organisations.

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Wakat? is a M?ori family-owned business management based in Te Tau Ihu (the top of the South Island). A business of land and sea, Wakat? has three parts: Manaaki (people and culture), Whenua (land and water space) and Kono (an award-winning food and drinks producer and exporter).

Wakat? is a M?ori family-owned business based in Te Tau Ihu (the top of the South Island). A business of land and sea, Wakat? has three parts: Manaaki (people and culture), Whenua (land and water space) and Kono (an award-winning food and drinks producer and exporter).

Wakat? - History, Mission, and Values

Through the passage of time, the world has challenged them to innovate — to become scientists, researchers, winemakers, branders, marketers, viticulturists and leaders.

Guided by TePaeTawhiti, the business’s long-term intergenerational vision, and deeply held values of rangatiratanga, manaakitanga, whanaungatanga and kaitiakitanga, Wakat? manages its assets in a way that will build on its legacy for the generations to come.

As one of the largest private land owners in Te Tau Ihu, the Whenua division of Wakat? manages a diverse portfolio — from vineyards, orchards and grazing land to residential properties, large retail developments and office buildings. With a strong heritage as gardeners, fishers and providores, Wakat?, under its Kono brand, is an artisan producer and exporter of award-winning wine, cider, seafood, pipfruit, hops and natural fruit bars.

What makes Wakat? different is its deep connection and commitment to whenua, moana and tangata (land, sea and people), as well as its products. “Through the passage of time, the world has challenged us to innovate — to become scientists, researchers, winemakers, branders, marketers, viticulturists and leaders,” says Chief Executive Kerensa Johnston. “We’ve taken up that challenge without hesitation.”

Wakat? has also made a concerted effort to focus on succession planning, with a robust programme of scholarships, skills training, cultural inductions and governance experience. These programmes are now paying dividends, with people who have been through them working within the business at every level.

Its innovation strategy aims to commercialise high-value food and beverage applications to address global nutrition, health and well-being challenges. Wakat?also focuses on leveraging science and technology applications in two programmes: high-value add, and land and water wellness.

Miriana Stephens, a member of the board and Executive Director of Innovation, says Wakat?’s land and water wellness programmes need to be leading edge. “This means not only do we know the state of our lands, but that our business practices will contribute to land, water and ecosystem well-being. This is all about being good kaitiaki (custodians).”

A new project involves collecting data from vineyards and orchards, and combining it with smart technology to help operational teams make informed decisions, take care of the land, and maximise potential and value. For example, a sensory network in the vineyards captures real-time data, such as soil moisture levels, and combines it with other relevant datasets, like climate information. This data is then centralised and analysed by an on-farm platform, e-Whenua.

Miriana says this means specific areas of blocks can be targeted instead of, for example, watering an entire block. “This is smart use of resources, and is good for both the environment and our bottom line, and in line with our values.”

Encouraging Creativity and Innovation Guidelines

Wakat? was incorporated in 1977 when it took back the management of its customary land in Nelson, Motueka and Golden Bay from the Crown Trustee.

It first purchased land for horticulture in 1987 and made its first investment in seafood in 1992 through a joint venture purchasing paua quota. Tohu Wines, New Zealand’s first M?ori-owned wine company, was launched in 1998. Kono was established in 2011 to consolidate the food and drinks businesses.

In the 40 years since its inception, Wakat? has grown from a base of $11 million in 1977 to a current value of more than $300 million. The Whenua (property) business is a significant contributor to this growth.

“We’re on a journey, and there’s always room for improvement,” says Miriana. “It’s about starting, having courage to try new technology and techniques, and making a difference. We’re also working on a strategy to lift our game in the digital space. There are some real opportunities for us to make better connections with the people who buy our products, as well as to use technology and data even more efficiently to perform better throughout the value chain.”

Miriana says, “We are very keen to partner with people and organisations who’re aligned with our purpose and values, both within New Zealand and internationally. We’ve recently been to Denmark and the United Kingdom to learn from others who’re also in this intersection of people, environment and technology, and to share our story with them. Having a strong and relevant network is very important.”

Headquarters: Nelson

Staff: Wakat? about 40; Kono about 500 (seasonal)

Shareholders: 4,081 descendants from Ng?tiKoata, Ng?tiR?rua, Ng?ti Tama and Te?tiawa

Brands: Tohu and Aronui wines, Tut? cider, Annie’s natural fruit bars and food distribution company Yellow Brick Road

Export markets: More than 40 countries

(Callaghan Innovation, 2018)

Also the official website: www.wakatu.org

PART ONE TOTAL: 25 MARKS

Creativity and innovation are at the heart of any business. How will you go about encouraging creativity in the case study company? Identify any two (2)ways of promoting creativity and then provide an example of how they would implement each guideline. (You might need to assume facts not specifically mentioned in the case study).

	Guidelines to promote creativity	Example of how they would implement it
Guideline 1	Combination of the smart technologies in the processes	Wakat? must consider steps to employ skilled workforce in the systems and operations undertaken by the business to enhance the functioning of the business. The identification of the different models and the manner in which they can be applied in the structure and the products of the organization helps in bringing forth changes in the systems.
Guideline 2	Enhancing Communication between the different departments and thereby integrating the functions to bring in changes in the systems.	The enhancement in the communication between the different departments of the Wakat? will help the same in integrating the workforce of the business. Innovation in the products and the processes of the organization is facilitated through the well integrated workforce.

(4 marks - 1 mark for each guideline and 1 mark for the example)

(120 words approx.)

Edward de Bono developed the technique of using six thinking hats in order to help people to control their thinking and improve their decision-making (either individually or as a group). The main idea is that there are different types of thinking and that we can think more effectively if we concentrate on only one type of thinking at a time. We can use the de Bono technique when developing a creative idea for a business.

Using the Six Thinking Hats Technique in Business Meetings

Assume you are in charge of deciding whether a new sensory network is going to be installed in the vineyard. You are having a meeting to discuss the advantages or disadvantages of introducing this system. Choose any two (2) of the six thinking hats and describe how a person performing your chosen thinking hat role would contribute to the meeting and then provide an example of a question/comment that this person may ask or say at the meeting.

Colour of the hat	Description of role and focus of this hat	Example question or comment
1.	Yellow Hat depicts brightness and optimism. This hat helps in identifying the different aspects of the optimistic change in the structure that the company can afford to bring to support the needs of the functions (Bock et al., 2012). The hat helps organizations to bring in changes in the systems and the functioning of the business through the identification of the strengths. The identification of the strengths of the organization helps in formulation of strategies to bring in modifications in the systems.	BHP Billiton Ltd. has undertaken steps to incorporate the yellow hat technique, which has helped the organization to bring in innovations through optimism and building on the strengths of the business. The company has taken steps to formulate strategies to bring forth innovations in the systems of the business (Camisón & Villar-López, 2014).
2.	Green Hat helps in the identification of the major areas where the creativity can be harnessed in an organization. The identification of the major areas where innovation and creativity can be harnessed helps in maintaining the different levels of change in the systems and the performance of the business in the markets. The Green hat approach of the organization helps in bringing forth sustenance in the systems and the functioning of the business in the market (Ashkenas et al., 2015).	Apple inc. has taken steps to incorporate the green hat technique to bring in continuous innovations in the systems, which results to the sustenance of the business while operating in the international markets. The identification of the change needs of the organization and adhering the changes has helped the organization to facilitate continuous changes in the systems of the business as per the identification of the needs of the customers.

(7 marks –1.5 marks each for role and focus and 2 marks each example)

(180 words approx.)

“We understand that innovation and adaptability will be the key to our success. We are efficient, focused on our people, our resources and our environment.” (Wakat? , 2018).

Briefly define innovation and then describe one (1)example of one project introduced by the Wakat? group that has been innovative and discuss two(2) ways how you believe this innovation could have be encouraged, or fostered, by the organisation.

Definition of innovation:

Innovation is the process that is undertaken by organizations to bring in continuous improvements in the functions that are undertaken by the same. it helps in maintaining the sustenance of the business through the different changes in the structure and the performance of the companies in the market (Van der Voet, 2014).

Example of an innovative programme:

Wakat? has undertaken steps to commercialize the high-value food and beverage applications. It will be helping the organization to address the issues that are faced by the world relating to the to global nutrition, health and well-being. It has helped the organization to bring in improvements in the systems of the business and thereby promoting sustenance of the organization while operating in the international markets (Jay, 2013).

Encouraging/

fostering Innovation:

1. Video representation of the high value food and beverages that are prepared by the organization while operating in the international markets will be helping the organization to make the customers aware of the different changes in the functions.

2. Integrated training of the employees to develop creative products will be helping the organization to bring in changes in the systems (Goetsch & Davis, 2014).

(7 marks; 1 mark for the definition, 2 marks for example and 4 marks discussion – 2 marks per way to encourage)

(180 words approx.)

Using the example provided in question 3, identify Hamel’s wheels of innovation steps and illustratehow this programme could have been implemented using each step of this wheel.

Name of the step in the wheel	Illustrate how this could have been applied when the innovative programme was developed
Imagining	The stage will be helping to bring in continuous innovation sin the system of the organization. Imagining the change and the impacts of the same helps in the proper implementation of the same in the organizational structure. Imagination helps in predicting the different opportunities of growth that the company holds and the manner in which strategies might be formed to fit in the purpose of the organization. In this context, the company has taken steps to bring in the change in the structure and the functioning of the business through creativity in handling high value food and beverages and commercializing them. It will be adding to the value of the food and beverage applications.
Designing	The designing function that is undertaken by the organization is helps in assigning the required strategies that will be facilitating the organization to undertake the innovation. The different changes in the systems of the organization is facilitated through the strategies that helps in the progression of the business in the market (Yoo et al., 2012).
Experimenting	Experimenting with the available solutions helps the organization in evaluating the different alternatives and thereby undertake the best step for the organization to make their progression in the market.
Assessing	Assessing the different alternatives that are available to the organization helps in the formulation of the strategies that will be helping the organization to implement the change in the processes most efficiently.
Scaling	Scaling of the alternatives will be helping the organization to formulate strategies to bring in changes in the systems of the same in the organization. Scaling of the alternatives helps the organization in undertaking steps to bring in the changes in the systems more efficiently.

(7 marks; 2 marks in total for the steps and 1 mark for each of the illustrations)

(180 words approx.)

Describe three (3)examples of change that can occur in this company – either from the case study or from the website- and explain how each can impact on the organisation. Include, in your discussion of the impact on the organisation, what target (task; people; culture; technology, etc.) has to be changed and then which function/s (marketing, sales, production etc.) would be involved. (You might need to assume information not directly listed in the above case study).

Example of change	Impact on the organisation
1. Technological innovation in the processes	The technological innovation that is planned by the organization is based on the identification of the needs of the same to bring in changes in the processes of the business. it will be helping to optimize the productivity of the organization in the market. The change in the systems of the business is dependent on the functioning of the business and the manner in which the technology helps the organization to bring in improvements in the processes (Jiang, Wang & Zhao, 2012).
2. Change in the promotional techniques undertaken by the organization	The change in the promotional techniques of the organization will be helping the business to make the global customers aware of their product offerings and the quality of the products that are provided by the organization depending on the analysis of the needs of the customers.
3. Change in the business model	The change in the business model of the organization helps in enhancing the functions and the processes that are undertaken by the business. The identification of the changes and the need for undertaking creativity helps in bringing forth changes in the systems of the business in the market.

(6 marks; ½ mark for each example and 1.5 marks for each discussion)

(180 words approx.)

It is likely that change in your chosen organisation will bring about resistance, and other reactions, from staff members. Discuss three (3) reasonswhy staff members may resist implementing change in this organisation.

Reasons staff may resist the implementation of change

1. The change in the business model affects the different job roles that are held by the employees in the organization. It might affect the job security and thereby they resist to the changes that are undertaken by the business in the market.

2. The workforce fears the risk that might be faced by the organization while undertaking the change in the systems. On the other hand, the compatibility of the employees with the change is again an important factor that results to the resistance of the change that is planned by the business in the market. The changes that are planned by the organization are subject to the market related risks which might again affect the employment of the people working in the company (Hosking & Anderson, 2018).

3. Most of the employees might not be well aware of the technological innovations that are undertaken by the organization, which might affect the smooth functioning of the workforce. On the other hand, the lesser knowledge of the implemented technologies might arise the fear of the malfunctioning of the processes as the workforce is already used to the existing technology. the implementation of the new technologies might be more challenging for the employees to grasp.

(6 marks; 0.5 for each reason, 1.5 mark for full discussion)

(150 words approx.)

Changes in the external environment may have such a great impact on the organisation that it may have to undergo change. Selectone (1)of the examples of change you describe in question 5, which may require the organisation to undergo change.

UsingKurt Lewin’s planned change model,discusswhat you would do to implement this model/approach with all of its respective phases/steps in your chosen organisation so that it adapts to your chosenexample of change in environment.

Example of change selected:
Kurt Lewin’s planned stage model steps	Implementation of the steps
Unfreezing	The unfreezing stage of the model will be helping the organization to understand the urgency that is faced by the business to bring in changes in the systems. The identification of the urgency to bring in the change in the systems is based on the proper understanding of the issues that are faced by the business through the existing systems. On the other hand, the proper assessment of the capabilities of the organization to bring in the change is undertaken in this step. Wakat? group has taken steps to bring in changes in the technological aspects of the or6ganization to enhance the productivity of the same while adhering to the needs of the customers. The stage will be helping the organization to conceive the idea of the change and the manner in which the change can be undertaken in the current business model.
Changing	The changing phase that is undertaken by the organization is based on the understanding of the needs of the organization to bring in changes in the current systems and the processes of the business. The Wakat? group is planning to bring in changes in the technological aspects that are undertaken by the business. Therefore, the formulation of the strategies and the manner in which the strategies can be safely implemented on the model of the business forms the best part of the change in the systems of the business in the market. The change that is planned by the organization helps in maintaining the different levels of change in the systems and the functioning of the business through the implementation of different technological inputs (Hosking & Anderson, 2018).
Refreezing	The refreezing stage helps the organization in sticking on to the changes that are implemented by the business as per the needs of the market. The key elements of the change in the systems of the organization help in maintaining the varied aspects of the improvements in the situations of the business. The company has taken steps to bring in the change and thereby stick on to the change to bring in improvements in the functions.

(6 marks; 1 mark for each Lewin’s stage;

1 for each implementation)

You are one of the managers in charge of implementing the organisation change process you discussed above. Discuss two (2)approaches through which you could manage the staff’s resistance to change (also see the reasons for resistance as identified in question 6).

Two (2) approaches to manage resistance to change

1. Undertaking negotiations with the employees and interacting with the same to facilitate the change in the structure and the functioning of the business in the market. On the other hand, undertaking proper communication with the employees helps in maintaining the different levels of change in the systems of operations.

2. Undertaking training sessions to make the workforce accustomed with the new technologies and motivating the same has helped in maintaining the different levels of change in the systems and the functioning of the business in the market. The training sessions help the workforce to adhere to the changes in the systems.

(4 marks; 2 marks for each of the approaches)

“A new project involves collecting data from vineyards and orchards, and combining it with smart technology to help operational teams make informed decisions, take care of the land, and maximise potential and value”.

Kotter’s organisational change model involves eight clearly defined stages. Choose any four (4) of these stages, describe each stage,and then discusshow you will apply each stage when implementing change for one of the programmes at Wakat?.

Kotter stage	Brief description	Applied to the Wakat? change
Urgency for the change	The urgency for the change is based on the identification of the chief reasons for undertaking the modifications in the systems of the business in the market. The key attributes of the change in the organization is based on the identification of the needs of sustainability of the organization. Identifying the urgency for the change helps in maintaining the different levels of inputs and thereby using strategies to bring in alterations.	Wakat? can bring in change through the understanding of the needs of the company to bring in the same to facilitate the sustainability quotient of the organization while operating in the international markets. The key understanding of the needs of the organization to optimize the technological aspects is facilitated through the identification of the needs of the organization to bring in different aspects of the change in the market (Hosking & Anderson, 2018). Market analysis of the current situation of the organization in the market will be helping the organization to understand the urgency for bringing in the change in the systems.
Creation of vision	The vision of the change that is facilitated through the identification of the urgency of the organization to undertake the change is dependent on the creation of vision that reflects the objectives of the business firm to sustain in the business. The vision of the organization for the change in the systems helps in bringing forth creativity bin the system.	The creation of the vision for the change in the organizational structure of Wakat? group has helped in conceiving the idea of the change and assess the compatibility of the change as per the capabilities of the organization. The differences in the structure and the functioning of the systems of the business are based on the identification of the needs of the organization to change. The vision helps in enumerating the long term goals of the organization and the manner in which the goal of the organization can be attained. The organization aspires to bring in changes in the technology. The different long term planning of the organization is therefore characterized by the application of the technology on the systems of the business.
Communication of vision	The communication of the vision with the fellow employees of the organization helps in the proper management of the business and to empower and encourage the engagement of the workforce to be a part of the change that is planned by the business. The communication of the vision to the employees helps in maintaining the credibility of the organization to undertake the smooth functioning of the processes that are planned by the business.	The communication of the vision in Wakat? will be helping to make the employees aware of the change in the systems. The training sessions and proper interaction with the employees will be helping the organization to make the employees aware of the modification sin the systems and the functioning of the same in the market.
Implementing the change	The implementation of the change helps the organization to bring in improvements in the systems and the functioning of the business in the market. Proper implementation of the change in the system of the business is facilitated through the understanding of the change in the systems.	The implementation of the technologies in the organization will be helping the same to bring in modifications and improvements in the situation of the business. The implementation of the strategies that are formed by the concerned company helps in bringing forth modifications in the systems of the business in the market. The different aspects of the change in the system of the business in the market is facilitated through the proper functioning of the businesses and the manner in which the strategies can be implemented to bring in positive changes.

(16 marks; 1/2 mark for each Kotter stage and 1.5 marks for each description and 2 marks for each applied to the change)

Illustrate one KPI each for financial, customer and processlinking it to the case study.

What is a KPI and why do we need this?
KPI is the key performance indicator of the business which helps in identifying the positive aspects of the change in the organizational structure. The different aspects of the change in the system of the business are based on the performance or the end result of the change in the market.
Financial KPI:	The financial KPI of the organization helps in identifying the monetary improvements that are made by the organization through the implementation of the change in the systems. The change in the revenue streams and the net profitability of the business indicates the performance levels of the organization after the implementation of the change in the structure.
Customer KPI:	The customer KPI of the business is characterized by the customer loyalty and satisfaction that is caused by the modifications in the products and the quality of the same that is provided by the organization. It helps in identifying the goodwill of the business in the market.
Process KPI:	The process KPI of the organization aims at evaluating the effectiveness of the processes that are planned by the organization to bring in changes in the system and the functioning of the business in the market.

(7 marks; 1 mark for the what and why – KPI and 2 marks for each of the illustrations of each type)

References

Callaghan Innovation. (2018). accounting Incorporation. Retrieved from Calaghaninnovation: https://www.callaghaninnovation.govt.nz/incite/wakatu-inc

Wakat? . (2018). Identity and Values. Retrieved from Wakat? : https://www.wakatu.org/our-past-our-future/#identity-values

Ashkenas, R., Ulrich, D., Jick, T., & Kerr, S. (2015). The boundaryless organization: Breaking the chains of organizational structure. John Wiley & Sons.

Bock, A. J., Opsahl, T., George, G., & Gann, D. M. (2012). The effects of culture and structure on strategic flexibility during business model innovation. Journal of Management Studies, 49(2), 279-305.

Camisón, C., & Villar-López, A. (2014). Organizational innovation as an enabler of technological innovation capabilities and firm performance. Journal of business research, 67(1), 2891-2902.

Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Hosking, D. M., & Anderson, N. (Eds.). (2018). Organizational change and innovation: Psychological perspectives and practices in Europe. Routledge.

Jay, J. (2013). Navigating paradox as a mechanism of change and innovation in hybrid organizations. Academy of Management Journal, 56(1), 137-159.

Jiang, J., Wang, S., & Zhao, S. (2012). Does HRM facilitate employee creativity and organizational innovation? A study of Chinese firms. The International Journal of Human Resource Management, 23(19), 4025-4047.

Van der Voet, J. (2014). The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure. European Management Journal, 32(3), 373-382.

Yoo, Y., Boland Jr, R. J., Lyytinen, K., & Majchrzak, A. (2012). Organizing for innovation in the digitized world. Organization science, 23(5), 1398-1408.

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