...Theory Course Instructor: Dr. William Cojocar, Ph.D. Herlinda Sifuentes (January 31, 2012) Abstract Building a culture for Innovation, creativity, smart technology, non-traditional work environment, business management and new strategies sum up the focus of innovation in todays’ competitive changing world . Todays’ economy brings opportunities, moves quickly, and marks innovation as the only way to stay ahead of fast-moving developments and increasing competitive pressures. In their book “Innovation, The Five Disciplines for Creating What Customers Want” Curtis Carlson and William Wilmot (2006) provide a developed disciplined process of innovation. This paper will analyze challenges the business environment faces in developing new ways to lead, inspire creativity, innovation, and challenges in managing the evolving generational gaps in the workplace. Introduction For organization be successful in the current business world is not an easy task. A strong Corporate culture and efficient leadership is essential to face challenges that are presented by competitors and the changing environment. Todays’ organizations must keep themselves open to creativity and continuous innovation, not only to prosper but merely to survive in a world of disruptive change and increasingly stiff competition. These challenges usually make an organization engage itself into making crucial decisions and changes to stay competitive, innovative and be successful. Today’s work environment...
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...The Role of Product Lifecycle Management Systems in Organizational Innovation Hamzeh K. Bani Milhim, Xiaoguang Deng, Andrea Schiffauerova, and Yong Zeng* Concordia Institute for Information Systems Engineering, Faculty of Engineering and Computer Science, Concordia University, 1455 Maisonneuve West, Montreal, Quebec, Canada, H3G 1M8 yong.zeng@concordia.ca Abstract. Innovation is a critical ingredient of today’s organizations. Innovativeness helps organizations to maintain their success and position in the market. Numerous research studies examine the factors that impact successful organizational innovation, for example organizational learning capability, organizational structure, etc. Product Lifecycle Management (PLM) systems have been widely implemented to support organizational innovation as well. In this paper, we will discuss the role of PLM systems in fostering the organizational innovation success. Moreover, future trends based on the current PLM systems that would provide further support to the organizational innovativeness will be explained. Keywords: organizational innovation, PLM systems, fostering innovation. 1 Introduction Innovation is considered as the major engine of organizational success. Organizations need to adopt and develop new products and services, and to improve their processes in order to maintain their goals such as profit, growth and continuous development. In addition, they are constantly required to increase their effectiveness...
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...creating a climate that communicates both the organization's goals regarding creativity and the means to achieve those goals. The paper concludes with a discussion of issues relating to the development of cultures and climates for creativity and potential new directions for future research. ABSTRACT The important role of creativity in brganizations is attracting an increasing amount of attention from both practitioners and researchers. In business journals and books, practitioners continuously emphasize the need for organizations to create conditions that s u p port creativity a s a means for promoting organizational effectiveness, and even survival, in the face of fierce competition and rapidly changing technological, economic, regulatory, and market conditions (e.g., Loeb, 1995; Verespej, 1994). Researchers have responded to calls for examining the innovation process in organizational settings by developing models of creativity and innovation (e.g.....
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...archive indicates your acceptance of JSTOR's Terms and Conditions of Use, available at http://www.jstor.org/about/terms.html. JSTOR's Terms and Conditions of Use provides, in part, that unless you have obtained prior permission, you may not download an entire issue of a journal or multiple copies of articles, and you may use content in the JSTOR archive only for your personal, non-commercial use. Please contact the publisher regarding any further use of this work. Publisher contact information may be obtained at http://www.jstor.org/journals/aom.html. Each copy of any part of a JSTOR transmission must contain the same copyright notice that appears on the screen or printed page of such transmission. JSTOR is an independent not-for-profit organization dedicated to and preserving a digital archive of scholarly journals. For more information regarding JSTOR, please contact support@jstor.org. http://www.jstor.org Mon Jun 4 10:59:06 2007 Academy of Management Revlew 1993 Vol 18 No 2 293 321 TOWARD A THEORY OF ORGANIZATIONAL CREATIVITY RICHARD W. WOODMAN T e x a s A&M University JOHN E. SAWYER University of Delaware RICKY W. GRIFFIN T e x a s A&M University In this article w e develop a theoretical framework for understanding creativity in complex social settings. We define organizational creativity a s the creation of a valuable. useful new product. service. idea. procedure. or process by individuals working together in a complex social system. The...
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... www.ijbssnet.com A study of Organizational Citizenship Behaviours, Organizational Structures and Open Innovation M. Muzamil NAQSHBANDI* Dr. Sharan KAUR Deptt of Business Strategy and Policy Faculty of Business and Accountancy University of Malaya, Kuala Lumpur, Malaysia- 50603 E-mail: virkul@gmail.com* Abstract With increasing technological advances, the need to create not only innovations but faster innovation has become a part of sustaining or gaining competitive advantage. Open innovation paradigm answers this need by utilizing larger resources and expertise that firms involved in the open innovation process offer. Given the recency of the concept of open innovation, the factors that influence the creation of open innovation are hazy. Most of the research on open innovation looks at the “hard” aspects of organizations, while the soft issues stand less researched. This conceptual paper draws attention to two such aspects of organization: organizational citizenship behaviour and organizational structure. This paper proposes that practicing organizational citizenship behaviours by the employees enhances the chances of creation of open innovation while not doing so can botch up the whole exercise particularly during the infancy stage. It is also proposed that informal organizational structures favour creation of innovation in the open innovation paradigm more than the rigid formal structures. It is further argued that besides proper citizenship behaviours...
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...Organizational Change and Employees’ Behaviors Abstract Organizational change can affect employees’ attitudes and behaviors in the workplace. Being able to recognize the types of changes and how employees are affected will better help a company in the process of a change gain a better workplace environment. Organizational Change and Employees’ Behaviors Organizational change is something that occurs most often in today’s business world. Organizational change can affect employees’ attitudes and behaviors in the workplace. Being able to recognize the types of changes and how employees are affected will better help a company in the process of a change gain a better workplace environment. The following research and studies are all based on employees’ and organizational change. Research that Shin, Taylor, & Seo (2012) based their paper on states that involvement in planned organizational change is a long, emotionally intense, stressful, and fatiguing process for most employees. The findings from the research they have done were that intense negative emotions experienced by most employees during organizational change lead them to become change averse and reluctant to enact supportive behaviors directed at achieving goals set by organizations’ leaders. One argument they had was that one way to boost and sustain employees’ commitment to change is to build up their individual resources prior to the start of a change process. Those individual resources then...
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...The Innovation Journal: The Public Sector Innovation Journal, Volume 13(3), 2008, article 3. 1 Perspectives on Organizational Change: Systems and Complexity Theories Francis Amagoh Department of Public Administration Kazakhstan Institute of Management, Economics and Strategic Research (KIMEP) Almaty Famagoh@Kimep.Kz OR famagoh@excite.com Abstract It is becoming increasingly important for organizations to gain competitive advantage by being able to manage and survive change. This paper presents two theoretical paradigms (systems and complexity theories) through which organizational change processes can be fruitfully examined. Systems and complexity theories are two valuable perspectives that can equip organizational leaders with the requisite knowledge and understanding of how to respond and adapt to the uncertainties and demands of global change. These two paradigms are particularly useful in the areas of organizational intelligence, organizational design, knowledge management, and corporate strategy, to mention but a few. Key Words: Systems Theory, Complexity Theory, Organizational Change, And Organizational Transformation Introduction The ability of organizations to manage and survive change is becoming increasingly important in an environment where competition and globalization of markets are ever intensifying (Cao and McHugh, 2005: 475). Through the mid-20th century, there had been increased attempts to apply theories of organizational change to...
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...Journal of Organizational Behavior, J. Organiz. Behav. 32, 1062–1083 (2011) Published online 7 September 2010 in Wiley Online Library (wileyonlinelibrary.com) DOI: 10.1002/job.724 Diversity and organizational innovation: The role of employee involvement YANG YANG1* AND ALISON M. KONRAD2 Management Department, the Wharton School, University of Pennsylvania, Philadelphia, Pennsylvania, U.S.A. Department of Organizational Behavior, Richard Ivey School of Business, U. of Western Ontario, London, Ontario, Canada 2 1 Summary This study examined the interactive effects of workplace diversity and employee involvement on organizational innovation. Using a sample of 182 large Canadian organizations, we found a three-way interaction between level of employee involvement, variation in involvement, and racioethnic diversity on innovation. In organizations with high levels of employee involvement, high variation in involvement was associated with higher involvement levels among racioethnic minorities, resulting in a stronger association between diversity and innovation. Furthermore, the association between White employee involvement and innovation was significantly more positive under the condition of high involvement among racioethnic minority group members. Thus, ensuring high levels of involvement among members of historically marginalized racioethnic groups enhances the innovation effects of employee empowerment systems. Copyright # 2010 John Wiley & Sons, Ltd. Keywords: gender...
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...Exam Organizational Culture Creativity and Change Dr. Michelle Zimmerman Yidong Yuan A. Basic Human Processes: Perception and Learning As stated on our book, social perception is the process through which people select, organize, and interpret the information around them as it pertains to other people. According to social identity theory, the way we perceive others and ourselves is based on both our own unique characteristics (known as personal identity) and our membership in various groups (known as social identity) (Greenberg, 2011). The process of attribution involves judging the underlying reasons for people’s behavior. Some of our judgments are based on inferences made on the basis of observing others’ behavior. These judgments, known as correspondent inferences, are often inaccurate. Our search for explanations about the causes of others’ behavior leads us to make either judgments of internal causality (the individual is responsible for his own actions) or external causality (someone or something else is responsible). Kelley’s theory of causal attribution explains that such judgments will be based on three types of information: consensus (whether others act in a similar manner), consistency (whether the individual previously acted this way in the same situation), and distinctiveness (whether this person acted similarly in different situations) (Greenberg, 2011). Several types of systematic errors, known as perceptual biases, limit the accuracy of social perception...
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...Productive and Counterproductive Behaviors Productive and Counterproductive Behaviors According to the text, productive behavior is defined as employee behavior that contributes positively to the goals and objectives of the organization. Productive behavior has three common forms which are job performance, organizational citizenship behavior (OCB) and innovation. Job performance can be based the four difference aspect, effectiveness, which is an evaluation of the results of an employee’s job performance. Productivity, which is the cost of achieving a given level of performance or effectiveness. Efficiency is the level of performance that can be achieved in a given period of time and utility is the value of the given level. Organization citizenship behavior is the second form of productive behavior and it refers to the behaviors that are not part of employees’ formal job descriptions. There are three explanations why employees engage in OCB. The first is primary determinant is positive affect in the form of job satisfaction. The second deals with the cognitive evaluations of the fairness of employees’ treatment by an organization. The third and final explanation is due to disposition meaning that certain personality traits predispose individuals to engage in OCB. The last common form is innovation. Innovation is when employees’ comes up with cost saving ideas that will help the company grow. Counterproductive behavior is behavior that explicitly runs counter to...
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...Running head: Relating Leadership Styles to Organizational Behavior 1 By Keta Johnson A Paper Submitted to Dr. Wanda Corner In Partial Fulfillment of the Requirements for BTM7001: Advanced Scholarly WritingError occured in marking Attendance. Some error occurred. Please try again. Error occurred in getting Attendance data. Advanced Scholarly Writingjhkkk Northcentral University Doctor of Philosophy in Business Administration Specialization in Public Administration September 14, 2014 Running head: Relating Leadership Styles to Organizational 2 Relating Leadership Styles to Organizational Behavior Numerous studies have been conducted to demonstrate the various relationships between managers and subordinates. The purpose of this paper is to discuss a critical analysis of peer-reviewed articles in which researchers have addressed various leadership styles and how it affects employees. The literature review section will provide an analysis of the theoretical framework and case studies presented by authors. After analyzing the articles, the discussion and findings section will offer conclusions that can be drawn from the results; and also provide an interpretation of what the findings from the scholarly studies mean. The recommendations section will then identify what organizational leaders can do to address the gaps and/or the organizational leadership issues related to the literature review and discussion. Lastly, the conclusion section...
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...------------------------------------------------- Home Appliance Industry ------------------------------------------------- Designing an HR system for a changing industry Gwendolyn Hill, Cheolhyun Park, and Kexin Xu May 7, 2012 Professor Lepak, HR IV Table of Contents I. Industry Trend & Major Business Implications 3 II. Clear explanation of the impact on managing people 4 1. Employee Competencies 5 2. Motivation/Effort 8 3. Opportunities to Contribute (Work Design) 9 III. Ideal HR System 10 1. Work Design & Workforce Planning 10 2. Managing Employee Competencies 12 3. Managing Employee Attitudes & Behaviors 14 IV. Major Hurdles & Strategies to Overcome Them 17 Bibliography 19 I. Industry Trend & Major Business Implications Home appliance industry includes manufactures of household cooking appliances, laundry machine, refrigerator, dishwasher, water heater, and other household appliances. Like other retail industry, household appliance manufacturing business had hard time with recent recession. Especially fallen housing market directly affects the industry because people generally purchase new appliances for new homes. Moreover, cost of raw material and labor as well as government regulations for energy efficiency product raised price of product. Consequently, industry revenue and employment growth rate were below zero in past five years. According to IBIS industry report, in US market, Whirlpool has 43.8% market...
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...Counterproductive Behavior in an Organization Melissa W. Imler University of Phoenix PSY/428 April 25, 2011 Judy Manning Abstract Organizations hire employees that exhibit productive behaviors in order to produce effective service within an organization. Productive behavior is referred to in three different forms. Employees that promote counterproductive behavior within the workplace can cause an organization to lose value. Counterproductive behaviors from employees run against the goals of the organization. There are four common forms of counterproductive behavior that will be discussed. Productive and counterproductive behaviors definitely impact the overall performance of the employees within an organization. There are several strategies that can increase productive behavior and strategies to decrease counterproductive behavior in an organization. Productive Behavior The definition for productive behavior is when the employee behavior positively contributes to the organizations goals and objectives. In the financial aspect, productive behavior represents the moment the organization achieves some return on the investment of the new employee. Productive behavior is classified into three forms: job performance, organizational citizenship behavior, and innovation. The first form of productive behavior is job performance, which is a representation of engaged employee behaviors while at work. Another aspect of job performance is that it represents certain behaviors that are...
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...| | | Direct and indirect effects of transformational leadership on innovative behavior | | | | | | Table of Contents Abstract 3 Introduction 4 Theoretical framework 8 Leadership and innovative behavior 8 Transformational leadership and innovative behavior 9 The mediating role of affective commitment between transformational leadership and innovative behavior 11 The mediating role of innovative climate between transformational leadership and innovative behavior 15 The moderating role of affective commitment between transformational leadership and employees’ innovative behavior 18 The moderating role of innovative climate between transformational leadership and employees’ innovative behavior 19 Methods 20 Participants and Procedure 20 Measures 22 Data analysis 24 Results 25 Descriptive statistics and scales 25 Correlation analysis 26 Testing hypothesis 27 Discussion 29 Limitations and recommendations 33 Directions for future research 35 Practical implications 36 References 37 Appendix 42 Tables……………………………………………………………………………………………………………………………………………42 Figures. 45 Company report 46 Abstract This study aims at investigating how transformational leaders directly and indirectly (via affective commitment to the organization, the career, the leader, and the team and innovative climate) affect employees’ innovative behavior. The hypotheses are tested by applying quantitative analyses to data collected from 39 employees of a...
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...Contents Indian Insurance sector poised for its next stage of growth The puzzle of untapped potential Redefining Customer Value Proposition Improving Operational Performance Key challenges in leveraging Innovation Improving the Innovation Quotient Conclusion Contacts 1 Indian Insurance sector poised for its next stage of growth The insurance sector in India has grown at a fast rate post-liberalization in 1999. In the last decade, total premium grew at a CAGR of 25% and reached a total of $67 billion in 2010. Indian Life insurance industry (which contributes 88% of total Life and General insurance premium in India) has emerged as the 9th largest life insurance market in the world. Yet, Insurance penetration (measured as ratio of premium underwritten to GDP) was only at 5.2 % in 2010 – significantly lower than Asian peers like South Korea, Taiwan, Japan and Hong Kong which boast an insurance density greater than 10%. 1 With low insurance penetration levels, growth potential remains promising. More importantly, the pace and nature of growth will likely see a change where new behaviours and dynamics of demand and supply will apply. On the demand side, growth is being fuelled by the growing population base, rising purchasing power, increased insurance awareness, increased domestic savings and rising financial literacy. The suppliers are correspondingly playing a market making role as competition heightens and differentiation become necessary for profitable growth. In the new...
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