Review other student posts before deciding what and where to structure reply posts. Student must post aminimum of two replies thatmust be uniqueto other students. Replies should build upon the original discussion thread (and other replies posted prior) with further details on lesson concepts, additional research, business examples, etc.
Replies require short essays and must contain a minimum of 100 words each. Replies must be constructive
which means theydo not simply state agreement or disagreement re-highlighting points already made in prior posts(those words do NOT count). Replies must offer additional information or input to the discussion of the current event and lesson concepts. All statements using points that are not general knowledge should be properly cited to their source in the contents of this essay with a reference listing at the bottom.
Angie Barbosa
Some of the key elements needed for innovation are known as ideation, implementation, collaboration, and value creation. Ideation can be defined as bringing new ideas or concepts to an important organization, allowing the organization would stand out. Let's say that the "traditional approach" does not attract the eye of new customers and/or employees as it used to. Some of the most successful modern organizations focus more and more on infrastructure and incentives (Moore, 2009).
Implementation is also an important component of innovating organizations, due to organizations' need to engage individuals to advocate their new ideas. Collaboration is also important as it allows organizations to contribute to community development, but it also forces the organization to be more diverse. Value creation just sums up all key elements, as the purpose of these elements is to create innovation, and the purpose of innovation is to create business values (Moore, 2009).
Organizational innovation requires involvement or support from leadership. During the process of innovation leaders guide employees and their new ideas, in the same manner, leaders lead teams to optimal performance outcomes. Leaders must provide individuals with a healthy professional environment, which will allow them to thrive and showcase their ideas.There is a saying that goes "Rather than telling the plants to grow, this is about tending to the soil in which the plants can become what they are capable of becoming", leaders, in this case, need to tend or provide this kind of environment where employees can become the best they can (Moore, 2009).
Leaders play a main role in creating a creative climate in an organization, they need to "tend the soil". Employees need to be or feel motivated, challenged, empowered, openness enjoyment, and freedom. It is also important to create somewhat dynamism which will allow the employees and organization to drive forward towards success (Creating Minds Org, 2015).
References
Creating Minds Org. (2015). Creating A Creative Climate.
http://creatingminds.org/articles/creative_climate.htm
Moore, K. (2009). The Four Key Elements of Innovation.
https://www.stlouisfed.org/publications/bridges/summer-2009/the-four-key-elements-of-
innovation-collaboration-ideation-implementation-and-value-creation
Brandon Gerhard
An innovative organization is one that can be described with the following characteristics: effective collaboration, creative ideation, careful implementation, and a focus on value creation. A truly innovative organization will endeavor to excel in each of these areas.
In innovation, leadership can be tasked with two directions of influence. On the lower side of he hierarchy, leaders help facilitate progress with individuals or teams and help encourage creative thinking. On the higher end of the hierarchy, leadership is responsible for ensuring the innovation strategic goals of the organization are pursued.
There are several steps to effectively helping to change an organization's creative climate. Making any attempt at change requires knowledge of where the climate of the organization is at currently. Refocusing on the company's mission is also beneficial to team member investment. Making changes to the incentive structure can help motivate workers even further. It is also a good idea to practice transparency regarding task delegation to team members. Lastly, giving clear and constructive feedback helps motivate the teams to celebrate their successes and creatively plan for better outcomes when they do not succeed.
Measuring Innovation within an organization is highly subjective, so to help with this there are some common metrics used. One measure would be the average time a new product takes from conception to market. Another measure would be how much time and resources each employee can allot to innovation activities. Idea quotas can also help keep an eye on the total innovation input of an organization. It is also useful to record the rate at which projects or innovations are scrapped. Lastly, another important measure would be the general attitude towards innovation within the organization. Employees who feel that sufficient importance is placed on innovation are more likely to be willing to spend time and resources pursuing new ideas.
Adam J. Bock, Andreas B. Eisengerich, Dmitry Sharapov, & Gerard George. (2015). Innovation and Leadership. SAGE Open, 5.https://doi.org/10.1177/2158244015586812