Inventiveness can likewise be characterized as an attitude; it is the capacity to acknowledge change and novelty, the eagerness to play with thoughts and potential outcomes, an adaptability of standpoint, the tendency for getting a charge out of the great while as yet searching for approaches to enhance it. Notwithstanding this, creativity can further be characterized as a process; innovative individuals buckle down and persistently to enhance thoughts and arrangements, this is by making consistent adjustments,
These firms are accountable to mainstream and high-end customers, who demand improvements to the current technologies, rather than new ones. This makes these firms hesitant to take on new technologies that only target a tiny, less profitable fraction of the market. For established firms to thrive when faced with disruptive innovations, they need to plan for failure when investing in these technologies, overcoming any stigma associated with failure, and learning from their experience, and if they do succeed in developing a product, they should act quickly and find a market for the distinctive attributes of the
This fact is not surprising since organisational theory shows the importance of chance. Two basic forms of change do exist: evolutionary chance – which is gradual, incremental, and specifically focuse – and revolutionary change – which is sudden, drastic and organization-wide. Since Swisscom’s business is always on the move, the company ensures evolutionary change. To further ensure ongoing successful change, Swisscom should start to use Total Quality Management. This approach means an ongoing and constant effort of all functions to find new ways to improve the quality oft he organization’s goods and services.
In other words the new technology is controlling us. The new generations have the tendency to rely more on the new technology which make them more reliable to changes compared to the old ones. Technological convergence is in fact affecting our everyday lives or even our work lives. It is valuable for the marketing industry as all media is grouped in a single device. These types of new devices have become a new tool for trend search.
It is only when the agile mind, even more so than the method, is adopted and spread in the enterprise, that success and benefits will emerge. We must therefore acquire the agile principles of the Manifesto before anything else, and then focus on a particular method, Scrum, Kanban or another. Try to to apply one or another method while the agile principles are not yet understood would be a waste of time and largely counterproductive. Staff involvement is an essential prerequisite for setting up agility within the
Progressive Innovation – Take Your Time “Disruptive Technology”, “Game changing plans”, “Corporate restructuring” , “Y- generation Employees”, “Young Blood”, “Out of the box Thinking” and “What is trending?” are only some of the phrases that we associate with the term “Innovation”. Most people and organizations the same assume that in order for an innovative approach to be introduced, an external factor such as the factors mentioned need to be present or acquired. In order for an organization to bring in an innovative idea that will benefit the organization, the organizational culture needs to be molded such that existing employees, departments and department heads are encouraged and comfortable to express their ideas and opinions. Large organizations
Introduction: Organizational Change Change is consistent in nature. During a course of its operation, a business, goes through many changes. The change may be due to political, economic or other reasons. To survive and flourish in operations, the business should adapt itself to meet the change successfully. The organization can adapt to change by making changes in technology, process, people or structure.
The functional view of organisational conflict always sees it as a productive tool, a tool that can allow staff members to increase their knowledge and skills. It allows member to increase their contribution to the organisation innovatively as they need to create a solution to the conflict that arises. Todays, more modern approach considers that the keys to organization success lie not in structure, clarity and orderliness, but in creativity, responsiveness and adaptability. The successful organization, needs conflict so that diverging views can be put on the table, and new ways of doing things can be created. (Flordelina B. Utleg, 2012).
This will enable the desire for working on the new system and thus leading to further success of the system. • Organizational change management (OCM) is a structured approach in an organization for ensuring that changes are smoothly and successfully implemented, and that the lasting benefits of change are achieved. That is easier said than done. Change Management Models There are various change management models which have been developed and used worldwide. Since all the models provide a particular set of guidelines to follow, along with defined expected results, use of any model is dependent on organizational requirement.
(Oke, Burke and Myers, 2007) suggests that one of the major reason for SMEs to come into existence is the development of radical innovation. Though research suggest that entrepreneur’s ability to act as an innovator and analyse the external environment for decision making plays a major role in the innovation process of such SMEs. Research conducted by (printed article) on the question of a link between the growing sales turnover of the SMEs and the innovation, clearly establishes the relation between the two by endorsing the importance of innovation and providing further backing for encouraging the innovation in the upcoming SMEs. It has also been mentioned that the regular governmental initiatives and policy alterations to promote radical innovation in SMEs inclines these SMEs towards further development by encouraging them. Such support promotes the SMEs to enter global markets and cross the geographical boundaries