My assignment is to be able to have the following: 1.A critical review of theories of the nature of organisational culture, including how it may impact on innovation, and how it may be affected by...

Culture & Innovation 1

Running Head: CULTURE & INNOVATION
Culture & Innovation
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Table of Contents
Introduction ..................................................................................................................................... 4
Culture Influences Behaviors Related To Innovation And Change................................................ 4
Organisational Culture and the Impact on Innovation and Change ................................................ 5
Organisational Culture & Change ............................................................................................... 7
Organizational Culture and Politics: ........................................................................................... 8
Values, Beliefs and Norms Operating Within Organization .......................................................... 9
Values: ......................................................................................................................................... 9
Emerging Beliefs operating within the Organization:............................................................... 10
Norms operating within the Organization ................................................................................. 11
Overt and Covert Influences at Work in Organization ................................................................. 11
Decisions to Make ..................................................................................................................... 12
Providing Suggestions ............................................................................................................... 12
Newcomers for Training ........................................................................................................... 12
Information ................................................................................................................................ 12
Manipulation: ............................................................................................................................ 13
Catharsis .................................................................................................................................... 13
Cohesion .................................................................................................................................... 13
Leadership Styles .......................................................................................................................... 13
Participative leadership style ..................................................................................................... 14
Key Organizational Values on the Process of Innovation and Change ........................................ 15
Strategic Context ....................................................................................................................... 15
Technological Context .............................................................................................................. 15
Cultural Context: ....................................................................................................................... 16
Intellectual Context: .................................................................................................................. 16
Financial Context: ..................................................................................................................... 16
Leadership Context: .................................................................................................................. 16
Competitive Forces: ...................................................................................................................... 16
Economic Forces: ...................................................................................................................... 17
Legal and Political Forces: ........................................................................................................ 17
Technological Forces: ............................................................................................................... 17
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Global Forces: ........................................................................................................................... 17
Recommendations to create an appropriate culture within the organization: ............................... 17
Conclusion .................................................................................................................................... 19
References ..................................................................................................................................... 20
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Introduction
In today’s dynamic business environment, organizational culture as well as innovation
are the essential elements for the overall success of the business organization. Organizational
culture develops organizational values, norms and beliefs in an effective and proper manner. On
the other hand, innovation is also more imperative because the current and future success of the
organization would depend on the innovation. In this paper, the importance of organizational
culture and the impact of it on the innovation and change would be discussed in an effective
manner.
Along with this, significant values, beliefs and norms that are operating within
organizations would also be analyzed in order to fully accomplish overall goals. At the same
time, overt and covert influences at work in organizations would also be analyzed in the context
of organizational culture. In addition, different kinds of leadership styles would also analyze
which work positively with the complexity of organizational culture and politics. Finally, key
organizational values on the process of innovation and change would be accessed effectively.
Hence, an effective analysis would be presented about the organization in order to achieve all the
objectives of this research paper.
Culture Influences Behaviors Related To Innovation And Change
In the current complex business scenario, culture directly or indirectly has a correlation
with the behavior related innovation as well as change. It means, the different dimension of
organizational culture has the relationship with the innovation and change and affect directly.
For example, the organizational culture share specific information that helps the company in
achieving competitive advantages in an effective and proper manner. This specific information
as well as knowledge created by culture create innovation as well as change within the
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organization. Along with this, it should also be noted down that, the information as well as
specific resources or elements provided by the organizational culture makes attractive and useful
thoughts and ideas that encourage innovation as well as effective change within the organization.
At the same time, due to innovation and proper change management, organization create or
develop effective activities that helps in fulfilling the organizational objectives effectively
(Huizenga, 2004). Hence, it can be said that, culture directly or indirectly affects behavior related
innovation and change.
Organisational Culture and the Impact on Innovation and Change
In today’s globalized business environment, with the increasing importance of human
resource practices, organizational culture has a significant relationship with the innovation and
change. All these components are correlated with each other and create competitive scope for the
business organizations in a more effective and proper manner. In addition, it is also observed that
organizational culture directly or indirectly affects innovation & change effectively. For
example, both organizational culture and innovation can be defined as a significant way which
all the business firms utilize innovation as we use creativity in order to make it more effective.
Along with this, it should also be noted down that an effective organizational culture of an
organization also develops six building blocks such as: resources, processes, values, behavior,
climate and success encourage innovation in the organization (Schabracq, 2009).
On the other hand, Huizenga, (2004) has argued on the organizational culture that it also
fosters innovation in an effective and proper manner. The author gives an example that the
organizational culture of a particular multinational business corporation promotes new ways
within the firm. It means organizational culture is brought innovation in the organization by
improving the current situation. In the same manner, organizational culture generates innovation
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for the future and current success (Huizenga, 2004). Organizational culture depends on the 7S of
the organization that plays a significant part in the goals and objectives.
On the other hand, Schabracq, (2009), also supported the views of Huizenga, (2004) and
said that organizational culture also determines innovation effectively support mechanism such
as: encourage creative and novel ideas. Additionally, organizational culture also promotes
continuous learning opportunities. At the same time, organizational culture also align the
organization’s strategic direction, evaluate opportunities in order to bring innovation in the
organization (Schabracq, 2009). With the help of 7S model, anyone can identify and realize the
culture and itself to the organization. It is because; 7S does not have a close relationship with the
culture of the organization. In addition, the relationship between organizational culture and
innovation can be defined in the below given model:
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Organisational Culture & Change
According to today’s business scenario, it is observed that organizational culture also has
a significant relation with the change management. For example, when there is any change in the
technology or process of the organization, then it encourages all the members of the company to
adopt the change in order to fully achieve all the objectives and aims on the continuous manner.
Along with this, it should also be noted down that organizational culture also helps the change
management of the innovation within the company or industry (Schabracq, 2009).
At the same time, it is also interpreted by Cagna, (2007) to identify the change
management in the organization. The change management also creates different opportunities...