Innovation & Culture: Strategies for Firm Success in Today's Market - Essay Sample

Introduction

Recently, the globalization of markets, together with the rapid industrial revolution, has generated intense competition among firms. Hence, the success of the organization is determined by innovation capacity, level of competition aided by the client's satisfaction, revenue growth, and the market share. Firms should design the latest products and services rapidly than their competitors to remain in the market. For firms to achieve this, they should initiate a healthy business cultural environment that enables the implementation of new ways of doing work (Martins et al., 2018).

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Assigning Everyone to Be Responsible For Innovation

Most organizations in the world think innovation lies within the research and development department or management department. While these two departments are fundamental, innovation is the responsibility of everyone. It is a collaborative task that all individuals in an organization should embrace it. Collective ideas are generated by all members and then transformed into viable business opportunities. Entrepreneurship and innovations are skills that can be learned and put into practice. Hence, an institution should reinforce and encourage these initiatives. I will design a collaborative and information endowed surrounding in which entire workers are encouraged to give contributions. Additionally, I will create and open space where employees are daring to engage one another in new innovative ideas, supports one another, and perform wonderful creative things (Judge, 2011).

Hiring and Retaining Creative Employees

Secondly, my assignment will involve identifying creative employees among the existing ones and protect them from being poached by other organizations. Also, I will encourage the human resource department to employ creative workers. Human creativity is a requirement to generate new ideas that promote innovations. Therefore, creative employees are a necessity for an organization. I will encourage the human resource department to develop ways in which workers are trained in innovative skills and retain these people after displaying a promise in creativity. I will utilize knowledge brokers to institute more innovative cultures. Knowledge brokers are people who consistently gather ideas and incorporate into unique and valuable ideas (Judge, 2011).

Putting Several Ideas to the Test

The third way in which I will promote innovation culture is by investing in several innovative ideas that we have encountered in our organization. Even if the ideas fail, we will learn from the failure and make necessary adjustments. This would entail getting new ideas in rough form and channeling out into the market place and learning from the clients. Designing small and rigorous test experiments would be viable for my organization to be culturally innovative (Judge, 2011).

Creating Psychological Safety in Human Resource System

I would encourage the human resource system to design the psychological safety to allow innovation. In this state, the system can be developed to celebrate and admit failure. A balance between failure and success should be maintained. A significant number of organizations performs their task in a competitive environment setting. Hence, most of these companies strive to win in their undertaking since it is vital for organizational growth. However, failure is an essential part of innovation. Therefore, I would create psychological safety in an innovative culture where failure in the specific conditions is embraced and accepted. This is because the failures are not lethal and do not endanger the stability of the organization. The ideas that enhance the failure should not be personalized; however, the institution should stress on bettering the concepts rather than the individual (Judge, 2011).

Promoting Interdisciplinary Teams in the Entire Organization

Innovation is a team effort that should be permeated in the entire organization. The idea should not be left to the research and development department alone. I would employ an ad hoc interdisciplinary method to reinforce innovation. An ad hoc interdisciplinary team is composed of various groups of experts and works under dynamic, time-pressured, and uncertain conditions (Rosenman et al., 2018).

Transform Cultural Artifacts and Values to Indicate the Significance of Innovation

Another thing that I would institute to transform culture is by promoting a shift of culture to artifacts to be in line with the direction of the intended change. Desired innovation and creativity can be realized by motivating members to be more flexible in the workplace. Hence, flexibility in the organizational title, dress codes, and work arrangements becomes significant. I would advise my team members to focus on creativity by honoring failed experiments originating from new ideas. Promote individuals who have tried to institute new innovation despite the fact they fail.

Changing Cultural Assumptions to Signal value of Innovation

I would enhance the change in cultural assumptions that spread in the whole organization by substituting with some new assumptions. I would ask every member to identify the old assumptions and strive to implement the latest assumption that boosts the desired cultural change. Moreover, contemplation and reflection should be adopted by members as it is a key to cultural transformation (Judge, 2011).

Promoting Innovation Through Culture

The organization should enable a culture of internal debate and hinder emotional conflicts that arise during the early stages of innovation. This allows workers to show their appreciation and support each other during their work to minimize wastage of time, and protect their own ideas. Additionally, it offers an internal trust to which creative thinking is enhanced and suitable environment to collect concepts and competencies from various sources.

Conclusion

Innovation is very critical in an organization. It is, therefore, necessary to promote innovational culture. And, it is achieved by assigning every employee responsibility in innovation, hiring and retaining creative employees, putting several ideas to the test, and creating psychological safety in the human resource system. Moreover, they should transform cultural artifacts, change cultural assumptions, and promote innovation through culture (Martins et al., 2018).

References

Martins, J. M., Abreu, A., & Calado, J. (2018). The need to develop a corporate culture of innovation in a globalization context. Globalization. https://doi.org/10.5772/intechopen.81266

Rosenman, E. D., Fernandez, R., Wong, A. H., Cassara, M., Cooper, D. D., Kou, M., Laack, T. A., Motola, I., Parsons, J. R., Levine, B. R., & Grand, J. A. (2018). Changing systems through effective teams: A role for simulation. Academic emergency medicine, 25(2), 128-143. https://doi.org/10.1111/acem.13260