How organizational culture relates to innovation Essay

How organizational enculturation Can hold water Creativity and Innovation when we think of the terms Innovation and creativity we automatically think of the Individual. We often fill ourselves, what can the Individual bring into an institution? What type of creativity does the Individual curb that can restrain the organization and how would it help the organization grow? As we ask ourselves these questions we argon often overlooking the strategic aspects that correlate to an individuals capability of creativity and innovation It is important to understand the context In which the Individual processs (Mclean. 05, pg,227). one vltal aspect Is the organizational finis. organizational refinement Is denned as the shared value, beliefs and traditions that exist among individuals In an organization. When we refer to the culture in an organization we should consider if everyone In the organization have shared values and beliefs that contribute towards the organization. If so what is the organization doing to influence these sour ethics. It is important that individuals maintain a healthy organizational culture beca utilise it is an observable powerful point In the organization. hitch has a potent effect on the comp any(prenominal) well king and Its success. Now that we have analyzed the Importance of organizational culture, lets examine In how it can be done. Creativity and Innovation comes into the organization in a form of a bout in most cases. These two aspects are influenced by the organizational culture, while the organizational culture is loosely influenced by the organization itself and the experience the workers bring with them tom previous employers (Qwabe. 2013, P. 3). The organization Influences from the very beginning of the hiring mold.From the excerpt process the company chooses a certain amount of Individuals In which they eel have qualities that can bring a prescribed outlook to the company. These qualities may embroil dynamic persona lities, strong values and a clear visual sense on how to operate the business. Another management the company influences from this point is the type of attitude the interviewer is portraying to the interviewee. During the pickax process the Interviewer gives a sense out their ethos and their attitude towards the company.This glide path transmits to the Interviewee and Influences them In such a way that can determine the enthusiasm on being hired (Qwabe, 2013, P. 7) The other influence the organizational culture has is the experience the workers bring with them from previous employers and other external forces. Past experience can affect the work ethics and any contribution an individual may have with the current company. The influence towards the organizational culture can likewise be vice versa, In which the experience the company had with the previous employees.In such case the organization learns from critical experiences from the external forces. As the learning occurred, the organizations history becomes memories that After the selection process the organization must continue the positive attitudes nd work as leaders to maintain the positive behavior to ensure long term survival for the organization culture. When the organization leaders motivates the employees, the employers are more likely to feel engaged to their work resulting from relegate and more satisfactorily work outcomes (Sarrows, Cooper, Santora, 2008, P. 46). in that location are many tactics some organizations have developed to transmit this motivation and to enhance the positive running(a) environment within the organizational culture. There are six factors in which the organizational leaders mathematical crop to promote the positive environment. These six are articulating a vision for the future, providing an appropriate role model, fostering the betrothal of goals, setting high performance expectations, providing individual support and providing intellectual stimulation (Sarr ows, Cooper, Santora, 2008, P. 46-147). Organizational leaders use these six factors to affiliate it into their own leadership style. This helps them with the enhancement of creativity and innovation by advocating the organizational culture. There are four functions in which help bring the organizations culture to life. These four functions include organizational identity, sense making device, corporal commitment and social system stability (Qwabe, 2013, P. 12). The first function that will be discussed is the organizational identity.When an organization has a sense of identity it is giving the employees a better sense with what the organization wants, giving the employee a more coherent vision and understanding to the organizations objective. Therefor it is providing the employee a more comfortable state where the employee can feel more part of the mission while also strengthening the establishment of what the company is really about and what they stand for. The second function is the collective commitment. When referring to collective commitment we are referring to the energy the employee drives around the important aspects of the favors the organization.It is important for an organization to articulate collective commitments because when employees set together and commit themselves to their goals and missions, the relationship amongst each other change for the better. They feel morally obligated to support their own actions and motivate each other to reach their daily goals. neighborly system stability is another(prenominal) function of organizational cultural, yet it is also a very important appliance to the organization itself. Social system stability provides a more positive work environment giving the opportunity for the employees to have a more respectable work place.This function helps employees with the ability to resolve conflicts using a problem-focused approach rather than a person focused approach or a blaming mentality. These approaches help avoid any possible conflicts in the workplace creating the workplace to be less tensed and a more kindly environment. device the organizational culture is being given a broader understanding on what the companys strategy and values are. It gives the employee a sort of behavior shaping hat helps employees a sense of their surroundings.With this function the employees have a better comprehension in to the objective of the organization, how the organization functions and how the organization aspires to succeed their goals (Qwabe, 2013, P. 13-14). In conclusion it is set that organizational culture does indeed support creativity and innovation. These articles have also prover that the organization itself is greatly influenced within the members of the organizational culture. This is an important aspect of a successful organization. References Qwabe, N. P (2013). University of Fort cony Faculty of Management & CommerceDepartment of Industrial Psychology. (ONINE) Available athttp//www. academia. edu/1964153/ Organisational_culture_lnnovation_and_creativty. (Last Accessed 1 1. Nov. 2013). McLean, L. D. (2005). Organizational Cultures Influence on Creativity and innovation A Review of the Literature and Implications for Human imaginativeness Development. Advances in Developing Human Resources, 7(2), 226-246. Sarrows, J. C. , Cooper, B. K. , Santora, J. C. , (2008). Building a Climate for Innovation Through Transformational Leadership and Organizational Culture. Journal of Leadership and Organizational Studies. 15 (2), pp. 145-148