...analysis will highlight the skills and behaviors of this leader and others and how they prepare their organizations to be more innovative. Not only will this paper highlight the global trends that influenced Nayar to create a new, innovative organization, but also will use the model of assessment that will be used is based on the five discovery skills from the “DNA Disruptive Innovators” of Dyer, J. H., Gregersen, H. B., & Christensen, C. M. (2011) Innovator’s DNA, how did Nayar use these discovery skills to create an innovative organization and what recommendations that Nayar can use to support and encourage an innovative organization. When one thinks of innovation, it is a term used to described new ideas and new beginnings. One who introduced this concept to a failing organization, was an innovative leader named Vineet Nayar. In 2007, Nayar was named CEO of IT Services and Outsourcing Firm HLC Technologies. With his strategic vision and global outlook, he catapulted the then dismal firm into the leader of the organizational pack in a short amount of time. First, this analysis will take a deep look into the strategic vision and global outlook that Nayar used to catapult HLC Technologies. Also, the analysis will introduce the five discovery skills and how Nayar used these skills to create this organization and what steps he needs to take to continue shaping HLC into a more innovative company. In the beginning of Nayar's 2010 article "A Maverick CEO Explains How He Persuaded His...
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...characterize the roles of incentives, training, and education in promoting innovation in my organization according to the level of achievements within the organization. In my organization, everyone has to be accountable for their own actions and responsible for their own success and failures. However, because the leadership is so strong and thought of every aspect of the organization, following the simple steps to running a successful organization is a proven system that anyone can do. With that being said, if you are great at playing follow the leader, there will be no reason for a great deal of innovation because all that needs to be done, has been done. The one innovation that is promoted is the way to build confidence and posture. Something leaders teach but each individual has to find it in them what it takes to motivate them to implement the changes that need to be made. The leaders, which are the founder, the vice president of sales and the master distributor do more focusing on the creation of the innovation in my organization. The leaders that have been in the trenches and made a substantial amount of success within the organization focus more on managing and sustaining the innovation in my organization. According to the structure of the organization, not much innovation is needed to be successful. The structure is designed to be simple and easy to duplicate throughout the entire organization, making it possible for anyone that has a desire to make it to the top to not only...
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...Best Snacks believe that their opinions are not valued and the company has not done a stellar job of promoting innovation. To ensure the company’s success, Best Snacks must deal with its current challenges of a failing product line in addition to finding a way to bring the internal atmosphere with employees back to a productive state. Describe the Situation Best Snacks has a number of issues to address. They need to address complacency, declining sales, and lack of motivation from employees because of the absence of managerial support. Best Snacks will need to take a closer look at its competitors and benchmark itself with like companies. Best Snacks will benefit from new changes in leadership along with restructuring the organization to promote an environment of innovation and creativity. Best Snacks sales of dropped and market shares have declined. The opportunity for the company is for the leadership team to evaluate the organization’s current processes and determine how they will bypass the competition. According to Davila, Epstein, and Shelton (2006), “Radical innovations usually bring fundamental changes to the competitive environment in an industry” (p. 51). Adding to Best Snacks declining sales that no service or product...
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...1 Understand the importance of creative and innovative management in organizations 1.1 evaluate current creative and innovative management processes in an organization 1.2 explain how to lead others to positively embrace innovation and change LO 2 Be able to support creative and innovative management processes for an organisation 2.1 assess the influence of vision and mission on generation of creative and innovative management processes in an organization 2.2 use analytical tools to identify potential creative and innovative management ideas 2.3 assess risks and benefits of creative and innovative management ideas 2.4 use change models to support the implementation of creative and innovative management ideas LO 3 TASK 2 Be able to influence others to effect change in an organization 3.1 produce an appropriate rationale to persuade stakeholders of an organization of the benefits of a creative and innovative management idea 3.2 communicate a creative and innovative management idea to stakeholders of an organization 3.3 establish key goals and priorities for implementation of a creative and innovative management idea using feedback from stakeholders LO 4 Be able to plan to overcome barriers to implementation of creative and innovative management ideas in an organization 4.1 assess the barriers to the implementation of a creative and innovative management idea in an organization 4.2 plan a strategy to overcome identified...
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...positive attitude and negative attitude about change also play a vital role in resistance. We can categorize resistance to change in two categories like Individual Sources and Organizational Sources. Individual Sources includes like habit, Security, Economic Factors, Fears of unknown and selective information processing (Robbins & Judge, 2013). Organizational Sources includes Structural inertia (structural inertia works as a counterbalance during organization changes), Limited focus of change (limited change nullified due to large system in place), Group inertia (Group resistance to change), Threat to expertise (threatening of specialized groups) and Threat to established power relationships (redistributing decision-making power) (Robbins & Judge, 2013). There are number of ways management can help employees to overcome resistance of changes. Management can reduce the resistance by communicating and educating workforce for any changes in organization. Workforce participation is essential for any changes required within and outside organization. Positive relationship, support and commitment can reduce the resistance significantly. Management should implement any changes fairly and manipulation and coercion should be the last resort to convince employee for any changes adaptation. Another method is effective sometime to select individual with positive attitude about changes. References: Robbins, S. R., & Judge, T. A. (2013). Organizational behavior (15th ed.). Upper Saddle River,...
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...relationship with one’s organization. In this paper one will determine how knowing your ideal work culture can help develop strategic and operational plans to achieve organizational goals. Next one will decide which competencies are essential to conducting a SWOT analysis. Last one will relate the essential competencies to one’s own competencies for conducting a SWOT analysis. Knowing the culture of one’s organization will allow the company to grow. A “strategic plan is a plan that applies to the entire organization and establish the organizations goals” (Coulter & Robbins, 2012). When knowing the culture this will also enable one to create a ideal work environment for the employees and one’s self. There can be different types of culture within an organization. This is where an operational plan in which is a plan that encompass a particular operational area of an organization can help a company reach its overall goals (Coulter & Robbins, 2012). Strategic management is something managers do to develop the organizations strategies (Coulter & Robbins, 2012). This business model helps a company decide on if it will be able to persuade customers to buy their brand or if the organization can make money in doing so. Identifying an organization’s mission will also help the organization to highlight the direction of the organization and what is to be expected from the organization. These things help determine the SWOT analysis of the organization. The innovative ways of a successful...
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...Organizational Planning As we discussed in previous classes organizational planning was into organizational or strategic plans. Strategic plan are plans that apply to the entire organization and establish the organization’s overall goals in other hand plans that encompass a particular operational area of the organization are called operational plans (Robbins & Coulter, 2010). The aim of this paper is the analysis the strategic and operational plans of our Fortune 500 companies Google Inc. Based on the SWOT analysis we can achieve business goals ones who can affect the internal or external stakeholders. Strategic Plan The strategic plan focuses on those goals that affect the entire organization as we mentioned already. It can related to external stakeholders who in an SWOT analysis are opportunities and threats. Based on the strategic company plan for Google Inc. one goal is to succeed on and off the web. Succeed on and off the web Google is not limited to be the best web search in the planet. They are expanded his territories in different fields. They found an opportunity in growing number of mobile internet users. They partner with HTC to create a mobile phone that can compete with Apple Inc and Samsung Inc. They enter the tablet market with his Nexus tablet. These markets can help in getting more global revenues and achieved strategic plan goal as they reach other markets. These opportunities bring Google Inc a wide range area. These goals had a positive direct...
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...An innovative organization engages everyone throughout the organization in the task of developing and implementing new ways to reach the organization's goals. (Behn, 1995) For organizations to build leadership strength, they first need to know what elements of leadership are needed and valued in the organization and for what roles. (Leslie, J. 2009) The two skills I feel are necessary for the success of innovation and the formation of a successful innovative organization is Strategic Planning and Leading People. Within the initial creation of an innovation and innovator must have a strategic plan set to meet small goals in order to obtain or create that unique innovation. A strategic plan is a document used to communicate with the organization the organization’s goals, the actions needed to achieve those goals and all of the other critical elements developed during the planning exercise. (Leslie, J. 2009) Strategic planning – translating vision into realistic business strategies, including long-term objectives. The entirety of any organization's innovation work is situated in its broadly construed strategic strategic plan. Managers who are highly competent in this area typically articulate long-term objectives and strategies, develop plans that balance] long-term goals with immediate needs, update plans to reflect changing circumstances, and develop plans that contain contingencies for future changes (Leslie, J. 2009) Leading people is another leadership practice expressed in...
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...level in the group or organization. It’s used to provide feedback to higher-ups, inform them of progress toward goals, and relay current problems” (Robbins & Judge, 2011, ). If the organization does not encourage upward communication, the lack of feedback from the employees will eliminate the generation of new ideas. The employees will not suggest any new techniques or any new methods that could improve their efficiency or effectiveness for their job. Instead, they will continue to adhere to the current methods and procedures. The example below supports this concept in organization A. “Creative decisions that incur significant change or risk are not encouraged. Because managers of failed projects are openly criticized and penalized, managers try not to implement ideas that deviate much from the status quo. One lower-level manager quoted an often-used phrase in the company: “If it ain’t broke, don’t fix it” (Robbins & Judge, 2011, ). However, if the employees are encouraged participate in upward communication, the organizations culture would allow the generation of new ideas and innovative risk-taking strategies. The example below supports this concept in organization B. “Management encourages and rewards risk taking and change. Decisions based on intuition are valued as much as those that are well rationalized. Management prides itself on its history of experimenting with new technologies and its success in regularly introducing innovative products”...
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...McEntire, Lauren E., and Tiffany Greene-Shortridge. "Recruiting and Selecting Leaders for Innovation: How to Find the Right Leader." Advances in Developing Human Resources (SAGE Publications) 13, no. 3 (2011): 266-278. Summary and analysis of the article The article discusses the issues and strategies in selecting effective organisational leaders and successors. It highlights the importance of the innovative organisational leaders and the challenges faced sourcing for them. The article provides detailed methods to recruit leaders such as behavioural psychological assessments, personorganisation fit assessments, behaviourally based interviews and innovation targeted succession planning. It also explores the benefits of new approaches such as social networking media and websites to find the best leaders available to the organisation and traditional ways such as mentoring programmes to develop potential leaders. The purpose of the article was to review the importance of organisational leaders and the process of selecting the most suitable one. It highlights why the process itself is very important and how it affects the outcome of the selection greatly. The authors depended greatly on other research papers and scholar journals as evidences to justify their choice of strategies. Most of the strategies presented were also echoed from other researchers and reporters. For example, the authors mentioned social networking medias and websites as tools that could assist in the recruitment...
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...Ten Characteristics of an Effective Manager 1. Positive attitude (value) – When managers display a positive attitude they are more likely to encourage their staff which creates a positive and more productive work environment. 2. Customer service (knowledge) – Having excellent customer service skills is very important when managing an organization that serves people. Managers need to be able to make sure that their clients needs are being met to the best of the organizations ability. 3. Organization (knowledge) – Being organized allows for more productivity and less issues. 4. Motivation (value) – Effective managers are self-motivated and able to motivate their staff. Lack of motivation means lower expectations. 5. Team player (value) – When managers are team players they set a good example for their staff and their staff will be more willing to perform tasks that their management also performs. 6. Leadership (knowledge) – Managers must have good leadership skills to give direction, solve problems, and take disciplinary action when necessary. 7. Innovative/Creative (knowledge) – Managers who are innovative and creative are not afraid to try new tactics or procedures. Finding new ways to keep the job interesting keeps employees from getting bored with their jobs and many even create better ways to perform certain tasks. 8. Ability to remain calm (value) – Managers who are able to remain calm during emergencies and/or conflicts solve problems and handle issues more effectively...
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...Inc. Cheri Modica University of Phoenix Problem Solution: Best Snacks Inc. Best Snacks, Inc. will assess past procedures, management practices, and organizational culture to facilitate the changes needed to strengthen its position in the snack industry as a model of innovation and creativity. Describe the Situation Issue and Opportunity Identification Despite its huge success, Best Snacks is facing several major issues within the organization. One of the issues is compatibility of organizational structure and organizational culture. Another issue the company is growing rapidly, so change is inevitable in the near future. In this environment, a project manager plays a crucial role in initiating new ideas and processes and influencing employees to accept these changes. Thus, appropriate and superior leadership style is essential during the transition. If Best Snacks wants to be a constant presence in the industry, the company must address these issues. “Innovation is the process by which organizations use their resources and competences to develop new or improved goods and services or to develop new production and operating systems so that they can better respond to the needs of their customers” (Jones, 2004, p. 403). Because change requires innovation to be successful, Best Snacks must assess and restructure the company, allowing for the introduction of new processes, technologies, and services for the organizational to move toward this new strategy...
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...The new mandate calls for delivering drinkable water to the Brown Trout Bay City. The army corps of engineer chief and director of transportation with Brown Trout bay emergency director will share innovative strategies to facilitate the change. The strategies that empower team member are part of the solution through collaborative effort and are useful because it encourages other team members to be innovative. In fact, when both leaders and stakeholders participate in enacting realities of “what is going on” in the change process, change implementation is feasible. The room for change and innovation are creatively achieved. The Brown Trout Bay City realities of the external environment and the internal realities are addressed through participatory creative innovation. In particular, when the team works together to solve the pressing need of community through a collaborate effort; it fosters creativity and innovation in managing the aspects of the change. In Gamble & Gamble, et al. s described how a leader could shape the environment to precipitate needed organizational change (2013, p. 264). Meanwhile, shaping the environment to precipitate need organization should embrace the participants’ roles in the change implementation...
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...Analysis of Leaders in Innovation Introduction Innovation, is a term used to describe new ideas and new beginnings. One who introduced this concept to a failing organization, was an innovative leader named Vineet Nayar. In 2007, Nayar was named CEO of IT Services and Outsourcing Firm HLC Technologies. With his strategic vision and global outlook, he catapulted the then dismal firm into the leader of the organizational pack in a short amount of time. In the beginning of Nayar's 2010 article "A Maverick CEO Explains How He Persuaded His Team to leap into the Future”, he describes his appointment as President of HLC technologies as a “leap to safety.” (Nayar, 2010) It became apparent that there was something he needed to do to change the interface of this company. He began to create a vision, but knew that it would not take place without some major adjustments. Vineet formulated the” employee first, customer second approach” and took HCL to be one of the most successful IT outsourcing businesses in the world. It worked magic at HCL and the company created 34% percent revenues even at the time of turbulence (sparks.wisdomjobs...
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...Snacks Problem Solution Stephanie Vickers MMPBL/550 March 23, 2012 Best Snacks Problem Solution For the past 100 years, Best Snacks, Inc. has been in the top two leading positions in the snack industry, making them an ideal investment for stockholders. Recently, in the last couple of years Best Snacks sales have declined, resulting in decreased stock prices, market share, and in second place in the industry. Contributing to these issues in the company is the lack of strong leadership, capable managers, and innovative work environment. Employee morale has suffered because staff does not feel encouraged to be creative or that their opinions are valued. By benchmarking other companies, Best Snacks can determine which strategies they can implement to continue their previous successful history. Best Snacks has the opportunity to reorganize their structure to promote innovative ideas, improve management skills, and realign the vision with a new organizational culture. There have been no product or service innovations in the past 5 years; instead, previously successful marketing methods have been improved or extended. For example, the most recent product information had new package sizes. Best snacks needs to remain competitive and an industry leader by researching, analyzing, and surveying today’s consumers in order to develop new products. The previous corporate security of sustainable market strength based on a track record...
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