Innovation simply refers to the creation of a new things or the act of invention or introducing something new towards achieving a goal through a more acceptable procedural means. Innovation involves organizing task in an organization to leverage a better competitive edge in the global village (Womack et al. , 1990). It is dependent of how works are specifically performed to suit the need of consumer or client.
Other areas where innovation is of importance is in leadership, improving on employment performance, and knowledge management of an organization in order to achieve the company’s aim and objectives. Basically, innovation is a response to the need for dynamic change in process leading to end consumer’s satisfaction of organizational products. It is an improvement in quality of products and process of service delivery (Wolfe, 1994). It is the application of new leading ideas by facilitating the use of creative thinking.
The outcome of innovation is dependent on three factors; the formidability of existing organizational architectural forms, the quality of knowledge, intellectual creativity and the adaptation of individuals within the organization to respond accordingly. Sustaining innovation requires a continuous learning environment. The learning is not limited to the leader alone, workers would need to be convinced and led on the part of the innovation in order to maximize the successful yield thereof (Wolfe 1994).
How Innovation aligns with Leadership The word innovation and leadership are twin, they go hand-in-hand and so inseparable. While leadership requires thinking ahead of time, innovation is the tool for accomplishment. Innovation is a very vital drive for excellent leadership to force out the desired growth in any organization (be it health, business etc). The success from innovation speeds up the pace of dynamic change and brings the advantage of incomparable competitive skill among similar organization.
Leaders are innovators in that they dare to birth out valuable change that achieves what could not have been possible by a simple thought without innovative spirit. It takes genuine innovation to initiate development; it takes a committed leadership to actualize definitive success. Leadership Steps to Developing Innovation in an Organization In order not to frustrate innovation in an organization, leaders need to virtually install factors that constantly encourage commitment of personnel and embrace culture of change in the organization environment.
The first approach to achieving innovation is to get a strong support from the top management personnel or board of directors in brainstorming towards seeing the reality of its benefit in the organization. This step is akin to preparing the climate for rain, until there is atmospheric saturation, it would never rain. Furthermore, certain members of an organization are naturally disposed to creative thinking in realizing a proposed innovation than others; these are human capacity and intellectual tools in the development of innovation within such an organization.
They need to be respectfully and gainfully exploited because they are potential innovative ad-hoc staff or committee that can productively work with you with the same mind. Along each path to innovation development, there is a need to put an assessment program that determines the progress and immediate need. Persistent communication of organizational mission statement is the fueling required sustaining the passion for innovation.
Clear understanding of individual roles in the mission statement assists in the creation of innovative culture in the working environment. Above all, guarantee of improved personnel and client welfare issues are the essential requirement in developing a sustainable innovation within an organization. References Wolfe, B. (1994). Organizational Innovation: Review, Critique and Suggested Research Directions. Journal of Management Studies, 31: 405-431 Womack, J. P. , Jones, D. T. and Roos, D. (1990). The Machine that Changed the World. New York: Rawson Associates
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