Understanding Of The Bridges For Innovation Commerce Essay

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Merit-Based structure: - Innovation and structure are opposite to each other. Forcing ideas to from the top management to the bottom to follow the vertical path kills creativity. There are too many barriers to overcome. If your company is truly willing to embrace ideas from any source, not only will innovations increase more freely, but people will be open about tossing their ideas and thoughts into the business.

Autonomy: - If you follow a standardized pattern every time to start a project, its unlikely you try new things. If you want to be innovative, you'll need the self-confidence to take risks. Occasionally you stumble, but when you keep reaching for new creative ideas successes and innovation also follow

Open door policy: - There are companies or organisations which don't have an open door policy and doesn't care about the emotional intelligence of its employees or its simply killing creativity. If you feel like friends and family in your organisation or have an open door policy, then someone will understand an occasional misstep or stumble. It also kills creative block as people are friendly and ideas are readily accepted.

Personal space: - Some organizations are very strict about customizing personal space or desk. It's just too much rules. Giving personal space to the individuals only enhances creativity. Stimulating messiness can create energy for individuals to be creative through their cultures, ideas and experiences

Tinkerers: - Tweaking ideas around could improve work and individuals in the organizations. Expertise though is great but if it doesn't improvise or is not accustomed to change and inadvertently block innovation

Thus we can say creativity and innovation within an organisation could be reflective of the management style in any given organisation

A Laissez-faire (genuine style) is where the manager observes that members of the group are working well on the own. The manager consciously makes a decision to delegate to subordinates, to allow them freedom of action and not to interfere; but is readily available if help is needed. There is often confusion over this style of leadership behaviour. The word 'genuine' is emphasised because this is to be contrasted with manager who could not care, who deliberately keeps away from the trouble spots and does not want to get involved. The manager just lets members of the group get on with the work in hand. Members are left to face decisions which rightly belong with the manager.

It is undeniable that motivation and creative output are positively correlated. Investment theory of creativity has motivation as one of the six required resources Stenburg and Lubart (1991, 1992, 1993) cited in Stenburg (1999).

The more motivated the individuals are it is most likely to engage in the various tasks at until a positive outcome is achieved. It is the creativity of an individual to motive another person in terms of physiological and social motives, or into intrinsic and extrinsic motivation

a) Intrinsic motivation: - It is related to 'psychological' rewards such as the opportunity to use one's ability, a sense of challenge and achievement, receiving appreciation, positive recognition, and being treated in a caring and considerate manner. The psychological rewards are those that can usually be determined by the actions and behaviour of individual managers. Characteristics of intrinsically motivated people include commitment to work, passionate involvement, total absorption and devotion to their work, interest and satisfaction in their work, challenged by their work. "Intrinsic motivation is conducive to creativity, whereas the extrinsically motivated state is detrimental" Stenburg (1999)

b) Extrinsic motivation: - It is related to 'tangible' rewards such as salary and fringe benefits, security, promotion, contract of service, the work environment and conditions of work. Such tangible rewards are often determined at the organisational level and may be largely outside the control of individual managers. It is also the motivation to engage in an activity primarily in order to meet some goal external to the work itself, such as attaining an expected reward, winning a competition or meeting some requirement. Extrinsic motivation is itself split into two categories: synergistic and non-synergistic. Synergistic extrinsic motivators provide information or enable the person to better complete the duty and act in accordance with intrinsic motives. Non-synergistic reward leads a person to feel controlled and is incompatible with intrinsic motivation.

Slide 3:- Literature Review

"Dissent Enchances Creativity and performance"( 2007)

Stress is just a hurdle to Creativity

Creativity with Fun and Excitment

"Dissent Enhances Creativity and performance"

Dissent is generally when there is creative conflict between individuals or a group. Dissent if utilized correctly could be enhanced for creativity in an organisation as the groups or individuals in a conflict will have heterogeneous opinions. This could bring the best out of them to come up with a best possible solutions or ideas for a particular given problem

Having a right attitude, perception and value helps an individual to cope with immense pressure when it's difficult to handle their emotions. It's easy to blame distress on somebody else. Stress should only be seen as a hurdle for success ahead, keeping a right attitude and inner calm helps to handle stress.

Fish Philosophy is based on 4 basic principles

1) Be there: - Focusing on the customer, interacting with them, giving them undivided attention, being truly present at the very moment. Treating the customer's or clients the way you feel you would like to treat yourself. All it takes is awareness about the environment you are in. Avoiding pre-judgement about anyone, he or she could be an important person in a long run. Trying to listen at the same time gauge what are your customer's needs. It comes with a lot of focus and commitment; it's not something which can happen immediately at all times. It requires a lot of practice and hard work with a smile at that very moment with neglecting the distractions if any

2) Play: - I would like to call them the 3 crucial "E's" Energy, Excitement and Enthusiasm. Everybody likes a good sense of humour; it could be a light joke or something else. It's about creating "buzz" at your workplace. It always helps to bring your inner creativity, playfulness, innovation. Its also about creating a congenial, juvenile and interesting atmosphere to light things up even during tough or serious situations at work without losing focus

3) Make their day: - trying to leave each customer or client with a smile, when I mean customers could be anyone it could be colleague, your boss, your friends absolutely anyone whom you interact with. It could be like appreciating small things and make each of them feel special. Be it Spontaneous or planned, whenever there is an effort to brighten someone's day not necessarily for any reward but for internal gift makes life even more meaningful as well

4) Choose your Attitude: - There is a misconception that attitudes are caused by outside influences could be bad experiences or bad mood or bad people. But at the end it's our choice. "Choose your Attitude" is the most important principle in the "Fish Philosophy". It isn't essentially putting on a happy face or feeling pressure to adopt the outlook that's acceptable. Sometimes its about ourselves, its always important to treat each person differently but always try to avoid one person's influence on the other. At work you might have a bad incident with a collegue or client but it should not influence your behaviour towards somebody else. It's always important to keep and maintain positive attitude.

Slide 4:- Methodology

Reasons for choosing Chetan Kumar over others(Regional Manager - PerDM) (Managing Director B1 Client Services Ltd.)

Position

Availability

Qualifications

Roles and Responsibilities

Knowledge and Experience

Opportunity to shadow him for a day

Chetan's position was much higher in comparison to other manager's that I tried to select (like Nicola Smiley (Manager) for Pret A Manger - Turnmill Street, Pritesh Pahade (Manager) - McDonalds Tottenham Court Road etc.) He is Regional Manager for PerDM. His Roles and Responsibilities in connection with his position are much higher than the others.

Chetan was also willing to allow me to shadow him for almost a day and ask him questions based on his work in connection with my assignment 2 hours before the end of his working hours. Though some of the other managers were also willing to give me more hours or time to spend with them Needless to say I didn't want to miss an opportunity to interview him. It involved me learning a lot about his work.

Chetan was much more qualified than all the manager's that I encountered; He is MSC - Microelectronics University of Newcastle 2002 & MBA - University of Birmingham 2003. Needless to say I didn't want to miss an opportunity to shadow such a high profile individual.

The advantages for me shadowing for a day were:-

I had an overview about his organisation, the clients he handled, how the organisation functions

Learned about his creativity, management style, decision making skills and his attitude towards his work

Disadvantages were

I had to believe what he said, didn't have statistical analysis or evidences to back the data

Slide 5 :- Organisation

Chetan Kumar - Regional Manager PerDM Contact Marketing Limited

PerDM Contact Marketing Limited.

"A new independent field marketing company headquartered in the north-west but with a network of regional offices which provide nationwide UK coverage."( http://www.pdmcontact.com/html/index.html)

Direct Sales company

Residential

Business to Business

Events

Clients include

Barclaycard

Victoria Jackson

Talk Talk

Miller Pattison

British Red Cross etc.

Excerpts from the interview

1. How do you decide on which campaign to proceed and which campaign you need to withdraw? Is there any set objectives? How often do you review your objectives?

A

- We work with the clients who we think can help us grow along with them.

- the right foundation

- depending on growth demographic area with client

- future growth with client

- Every year 41 million profit with Talk Talk, 57 million profit with Charities

- One of our clients Argos Credit Cards couldn't keep with us as we were doing more sales for them then their expectation and couldn't afford to retain us

2. Has there been any change in your organisational structure over the course in recent times? If yes then could you please tell me why and how much it had an effect on your business? If no any particular reason to follow the same structure?

A

- Drastic Changes in last 2 years

- More than 100% growth in 2 years

- The structure was changed in such a way that people are not any longer employees but they are self-employed

- Clients didn't have to pay anything extra or we didn't have to pay anything extra to employees as it was purely performance based

- Company grew from being UK based to other European countries France and Spain

3. The Past year had a lot of financial effect on most businesses; People losing jobs, Credit Crisis etc. how much it had an effect on your business?

Had Positive effect in the business due to credit crunch

Got more people to work for us, due to people losing jobs

More Clients

Opened in more locations

Personal profit increased more than double then before

More business then ever before

4. Is there any particular technique, which might be your best kept secret and you are willing to share for negotiating with your clients, head office even your staff?

It's a very open secret

- Work hard

- Self- Motivation Think about progression & growth

- Better demographics

- quick starts to business with existing set-ups

-

5. What's your mantra on motivation for yourself and the team?

- Progression

- Growth

- Financial freedom

- Achieving or Exceeding set goals

- Always looking at the bigger picture

- Challenges

- People I work with

6. At times the norms of business demands leads to a lot of stress, how do you cope with them?

Hangout with like minded people

Right mentality

Right Attitude

Creating buzz and excitement

Focus on Quality of work

Motivate in achieving target

Organisation has more than 90% self employed people

Choosing the right client accordingly training & educating everyone

7. Does your profile allow you to bring creativity and innovation in your organisation? If yes then how do you incorporate it in your work?

Yes it is very much creative

Creating Fun and excitement

What I am capable of doing and implementing it

Own evaluation for success

Finding suitable replacement

Competing for Weekly targets

8. Explain briefly how you support and allow your employees to be creative in their work?

Total freedom as long as they achieve the target

Work Hard Play harder

9. Do you allow fun and excitement at your work place? How much of a role do you play?

Very much involved with the team

Try everyone to come out of their respective comfort zones

"All Study and Play makes tom a dull boy"

Good day or Bad day in sales is purely an individual's responsibility

10. How do you handle conflicts, any particular theory you follow for conflict management?

Conflicts are not really good for business,

bring individuals face to face, sort the difference with or without my intervention

Slide 6:-

Creative Management on Personal and Organisational perspective in PerDM

Attitude

Finding Positives out of Negatives

Delegating / Sharing Responsibilities

Setting Goals / Targets

Utilising the most powerful resource - People

Team Work

Mixing things up, Creating fun and excitement at work

Delegating

Conflict Management

Time Management

Rewards and Recognition

Attitude

Finding Positives out of Negatives

Delegating / Sharing Responsibilities

Setting Goals / Targets

Utilising the most powerful resource - People

Team Work

Mixing things up, Creating fun and excitement at work

Delegating

Conflict Management

Time Management

Rewards and Recognition

Slide 7

10 Steps to Innovation & Success

Positive Attitude

Be Organised

Be Prepared

100% Effort

Work your Territory

Maintenance & Monitoring goals

Know your Role

Take Control

Creative Thinking

Communication

Positive Attitude:- This business is 99% attitude and 1% ability. Having a great attitude can be contagious and will influence others. The better your attitude the more impulse you create. Let the way you think work for you and not against you.

Be Organised:- Part of being successful is setting an example. Being punctual will give you the time to set and achieve your goals, as well as presenting yourself as a dependable and reliable business partner.

Be Prepared:- Fail to plan and you plan to fail. Being prepared means being ready to succeed. Always aim to put yourself one step ahead by being ready for any situation. The idea here is not only to have contingency plan for every possible obstacle. Everyday you have to be organised: daily goals, merchandise, territory, any questions you have to ask, and of course your attitude!

100% Effort:- Be the hardest working person you know. Make every second count and work each day to the fullest: this will bring success faster. Put 100% into everything that you do: working your territory; closing the deal; your attitude and being a great example in the office. You determine your rate of success!

Work your Territory: - Firstly know that your territory is not the buildings in the area, it is the people! Talk to as many people as possible on field by smothering the territory. Everyone has the potential to be a buyer on any given day. Work on the area assigned to you in the office evaluate the positives or negatives for a specific given period and try to improvise and analyse it

Maintenance & Monitoring goals: - Thinking positively will always improve any situation. A great attitude is imperative and that is why you will hear about. Keep a track of the daily, weekly and monthly targets set and compare it with other offices. Based on the evaluation set the next goals and objectives

Know you're Role: - it is extremely important to define exactly why you are here and what you are doing. Is it for money, success or respect or are you looking for the personal satisfaction of accomplishing your goals? Most likely it is a combination of all of these. Each person will have their own reason, never forget what yours are. Set yourself goals for the short term and the long terms. Make sure to vocalise your goals to further hold yourself accountable.

Take Control: - The opportunity that lies before you is a great one, but it is up to you to take advantage of it. Be confident; take control of your customers and your situation. This step can make or break your day. In the field customers can waste your time and slow you down so always remember it is your career and your future business.

Creative Thinking:- it could be in form a wacky pitch or an introduction. Feel free to be innovative with your sales skills with any demographics as different people have different mindsets. Having a set pattern won't necessarily work for everyone

Communication:- It is key to any business, without communicating with the top managers or top performers, it is difficult to analyse where you are going wrong. Again if you doing well its important to share your secret with the others

Slide 8:- Analysis

Organisation is conducive to creativity

Organisation may not be conducive to innovation from bottom

Yes Autonomy

Yes Merit - based

no Tinkerers only from the top

Yes Open Door Policy

No personal space

Organisation supports fun and excitement

Slide 9:-

Good traits of intrapreneurship

Management style is also conducive to creativity

Intrinsically motivated

Supports Fun and Excitment

Doesn't support or use dissent for creativity

Good at handling Stress

Slide 10

Conclusion and Recommendation

Bibliography

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