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Adopting stringent policies in business operations has the capability of effectively achieving the goals of the organization. It is also important to employ innovation in the affairs of the organization, as this will increase the efficiency of the operations of the business organization (Shehabuddeen, 2007).
To be relevant in a business organization, a company must initiate the culture of innovation among its employees. Patel and Pate (2008) observe that the market demand and competition constantly change, and to sustain the growth of a company, the institution must create a culture of non-stop innovation (p. 239), as well as balancing its flexibility.
One of the methods of creating a balance between the need of flexibility with the need for stringent order for purposes of creating a culture of innovation is for an organization to reconsider its main aim of operation, and define its corporate objectives (Shehabuddeen, 2007). As the company experiences growth in its operations, it tends to employ new people, who come with a different mindset.
This people have a higher tolerance of risk, as opposed to the old employees, who are stable and familiar with the business operations. To reconcile this people, the company must define its objectives, and create mechanisms that will ensure employees adhere to the rules and objectives of the organizations.
The organization must restructure its goals, and its culture, and redefine the responsibility of older members of the organization, for purposes of encouraging innovation and flexibility in the business set up (Frankline et al, 2009).
To create a balance between the need for flexibility and the need for stringent measures of a business organization, the organization needs to initiate a change in its recruitment process (Patel and Patel, 2008). It must create new methods of assigning duties, and change the manner of interaction within the organization. It must create a new reward policy that encourages innovation, as well as the need of stringency in the business set up.
The traits to look for in recruitment are people with a right mind set, people willing to challenge the status quo, and individuals willing to learn and adapt a challenging environment. Finally, the organization needs review its internal and external operations.
This is by creating a managerial group whose role and purpose is to communicate the expectations of the company to its employees (Shehabuddeen, 2007). This group will encourage innovation, and develop ways and methods of balancing the need of stringency in the organization, and the need of innovative ideas.
The group will identify areas where the company must be stringent on, resisting any change in the area concerned. It must also identify areas where the organization must encourage innovativeness, and create mechanisms of making employees in that department to embrace the idea of innovation.
This team is responsible for soliciting support from the employees on issues related to change in the organization. It must control its own budget, and have the ability to remove projects it sees insufficient for the company, and introduce new projects.
It will have the responsibility of accessing all the programs of the organization, and develop new programs for implementation. This team, will be responsible for managing the expectations of the employees through constant communication, and articulation of the companies short term goals.
To sustain the relevance of an organization in its area of operation, organizations must institutionalize the process of innovation in their organization by creating an environment that encourages creativity as key to its values and assumptions. Constant innovation is a sign that the company stays ahead of its competitors, and the following are means and procedures of changing the culture of an organization whose main focus is efficiency, as opposed to innovativeness (Shehabuddeen, 2007).
The first procedure is to identify ideas and solutions of problems affecting your office. For example, as a manager, you can involve people within the company to identify ways and means of reducing operational costs, or even serve the clients better. Once the manager gets the idea, he should implement it, and is an important method of demonstrating success in innovation (Welfens, 2011).
If he does this, the manager can now comfortable move to the next step, for he can justify the importance of having an innovative mind in an institution. For a manager to succeed in the first step, he needs the right employees who are focused, willing to challenge the status quo, and look at employee satisfaction as their main motivator.
Frankline et al (2009) observer that in this process, the manager is aware of the role innovation plays in influencing the goals of the business, the structure of the organization, and behavior of employees. That is the reason as to why the manager has to demonstrate the effectiveness of innovation in achieving the goals of the business.
The next method is to integrate the members of the organization into identifying an ambitious innovative idea, and encourage them to initiate it. The main purpose of this step is to make employees think of ways and means of improving the operations of the business. It is at this stage that the employer would identify who among his employees are innovative enough, or who are not driven by a sense of innovation.
Some of the reasons as to why an employee is not innovative enough are, lack of a clear understanding of what the goals of the organization are, low morale among the employee or even the bureaucracy of the organization (Shehabuddeen, 2007). After identifying these issues, the management needs to restructure the goals of the organization, and educate its employees on the goals and aims of the business entity.
It is at this stage, the manager will initiate a reward policy whereby whoever comes with an idea that the company uses, he/she will get a reward, either in monetary terms or gifts (Welfens, 2011). This will change the mindset of the team, and they will work towards the new policy.
Finally, the manager will need to create an environment where people are encouraged to innovate, and come up with new ideas (Franline et al, 2009). The organization can do this by creating a policy which highlights that innovation is a major yardstick of measuring performance. The organization will need to communicate of the need of maintaining such a policy, and hire new staff, basing on their innovative capabilities.