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Question: Discuss aboutThe Quality management for organizational. Answer: Managing Change and Innovation Change and innovation management calls for a lot of efforts from the leader down to the people or employees working under one. Leadership in change management demands for one to have a strategic goal, lay down a plan towards implementation and ensure the same is followed to the latter. As per the first illustration, it is evident that the leader is one and has to initiate the change to the rest of the group outnumbering his vision for the group. The paper reflects on several issues involved in change management and the best strategies towards its attainment. Management change and innovation refers to the departure from traditional management practices, policies, and processes to the adoption of a new process typically out of the norm of an organization (Goetsch and Davis 2014). The fact makes it difficult and tasking for leaders to create the necessary aspects to realize the change. Consequently, there are several steps to be followed towards realizing positive results. The first step involves setting of goals and objectives while laying out plans towards implementation. Secondly, leaders ought to motivate and align the efforts of team members towards the expected change and involve them fully according to their skills. Thirdly, one has to put in place a coordination and control process in ensuring the activities go in line with the plan and have alternative plans in place in case of process failure or change of plans. Besides, team leaders have to accumulate and allocate sufficient resources essential in realizing the change needed and apportioning the same with high efficiency. Moreover, one has to acquire and apply the knowledge in the change process through training and the use of experts in driving change. Once operational, leaders have to build and continuously nurture relationships, identify and promote talents towards increased efficiency and ease of operation (Goetsch and Davis 2014). Lastly, one has to understand and balance the demands from the outside factors that might affect a change process and involve the same in bettering the experience. Team Dynamics Human resource is important part of an organization who determines the rate at which change might become positive or negative. In this respect, organizing them in groups and providing the necessary factors to success remains key. Team dynamics refer to the psychological forces responsible for the direction a team follows in their behavior and performance standards (Goetsch and Davis 2014). Team dynamics have a significant impact on the rate of staff retention, the attitude of employees in organization, profitability of an institution, team and individual performance, and the reputation of an institution in the long-run. As such, they carry the whole organization and determine a lot in terms of productivity. According to Westland (2016), several aspects are entailed in the process of making including nature of a team, working relation with others, and the status of the environment of operation. The standards laid down in organizations determine the perception of employees on the change expected. The image of the small guy fighting the big wrestler demonstrates the perception of employees on change before the need for change is explained. Once explained and the necessary aspects put down, the war becomes easy thus giving way to a great innovation to take place. The profitability of an organization is determined by the rate of acceptance on a change process initiated by the management. Managing change needs the total effort of the group where the input of each partner remains fundamental to sWestland (2016) notes that a change process initiated by a management without full understanding or the need explained to the workers leads to total failure. Each party affected by a change process has to be aware of the benefits and need for the same so as to embrace the strategies laid down. As such, it is essential in involving and providing necessary aspects such as training to individuals to prepare and place them ready for change. Thus, team dynamics can be created by the nature of a teams work, personality within a group, the environment under operation, and the relationship between individuals. All these can be explored by focusing on outside factors as opposed to relying on the operation standards within an organization. change comes from the outside where issues are done from a focus point to initiate change within an organization. Innovation comes from trying new products and strategies that have not occurred before. As such, team dynamics remain fundamental in the change process. Roles and Performance Enhancement In the change management, there are a number of roles to be played by individuals towards success. First, before implementing a change, it is vital to set up a plan and brief team members on the need for the same. Laying a plan and suggestions towards the same prepares individuals psychologically to accept and embrace the change. As a leader, I ensured the information gathering aspect was done effectively to win the acceptance of the group. Members in a group are destined to work better if their concerns and fears are confirmed at this stage of the development. Secondly, I ensured the provision of a conducive environment. A change process might be effective and accepted by a group but lack the necessary factors towards its implementation (Westland 2016). For instance, if members in an organization accept the introduction of technology in their operation, but lack the equipment and better training on the same, it becomes difficult for the change to materialize. consequently, it becomes a responsibility for the leaders in a group to provide an ample environment where the rest of the group can learn and attain a lot from the preparation prior to implementing a given change. In this case, I ensured provision of all the materials needed to make the change viable. As a leader, one is charged with the overall goal of preparing group members, explaining a change process and providing the necessary tools towards innovation. In the preparation, team members ought to be given time for team building in determining their skills and expertise in a change process. Change process calls for the allocation of duties and responsibilities for group individuals to undertake towards success (Westland 2016). Identifying and apportioning each member with a suitable responsibility is a step towards gaining the confidence and interest of members in a group. Members feel appreciated whenever their efforts are directed in the right place matching their interest. Moreover, leaders ought to appreciate team members for their efforts in boosting their morale. Motivation during a change process brings in a high rate of acceptance and operation. Frame and White (2014) note that workers motivated from time to time on their performance are more likely to increase their efficiency compared to those working without the same. Hence, the responsibility of a leader is boosting the morale of workers while strengthening their weak points to accommodate the aspects of change and innovation. At the end, it is important to reflect and focus on the rate at which the change has materialized. Whenever workers show a positive acceptance, it thus becomes an indication that all aspects were put rightly thus giving fruits. Leadership calls for taking the front step in a change process. Leaders ought to lead by example to as to prove to the rest of the team on the possibility of a given factor to occur. As a leader, I always took the front lane in demonstrating and explaining factors to simplify operations. For example, a leader who desires to change the reporting time and efficiency at workplace has to first take the challenge and arrive early in an organization and utilize time well therein (Westland 2016). Taking the step encourages and gives morale to the rest of the team to follow in the same way thus speeding a change process. On the other hand, it is difficult to push group members in trying to explore a process that one as a leader fails to undertake. On the other hand, leaders ought to expect opposition in change management and innovation. In leadership, good leaders ought to expect opposition of difference in ideas as a section of group individuals might fail to see the positive impact (Marin-Garcia, Aznar-Mas, and de Guevara 2011). As such, it is advisable to hear them out while trying to adapt their ideas if they seem viable. In any case they hinder the expected change, it is important to convince them towards the goal in place and pursue the same. Besides, it becomes essential to seek feedback from the rest of the team on the challenges experienced through a change process. As a leader, it is wrong to assume all-knowledge. Thus, accommodating the feedback from team members assists in focusing and encouraging members towards an innovation. Accommodating the views of members assists in provision of a good relationship between individuals thus promoting growth and development. A leader who heeds to the advice and concerns of a team creates a formidable relationship essential for the change process. Change remains inevitable but rather essential for the growth of individuals and organizations. The task of transforming from the present culture to the adoption of change which comes with a new culture can be tasking and involving for leaders. Leaders have to take the front lane in the change process and carry out the responsibilities assigned to ensure necessary environment, skills, and resources are apportioned towards the change. Keeping in mind all these factors remains essential for leaders in realizing the expected change in organizations and initiating change and innovation towards posterity. References Frame, W.S. and White, L.J., 2014. Technological change, financial innovation, and diffusion in banking. Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Marin-Garcia, J.A., Aznar-Mas, L. and de Guevara, F.G.L., 2011. Innovation Types and Talent Management for Innovation. Working Papers on Operations Management, 2(2), p.25. Westland, J.C., 2016. Global innovation management. Springer.