Employee Engagement – Meaning and Ways to Enhance it
How do you think an organization runs? With the help of people who contribute in their own way to accomplish tasks and achieve goals of the organization. The individuals who spend their maximum part of the day at the workplace, striving hard to reach to a conclusion benefiting them as well as the organization are […]
Components of a Career Development System
A career development system includes a variety of components for use in the organizations. In order to increase the efficiency of the system, the HR mangers must have complete knowledge about these tools since they play a role of consultant when employees and supervisors use this system. Plus, they are responsible for designing and developing […]
Role of HRD in Determining Fit between an Employee and His/Her Role
The previous article on personality briefly discussed how organizations and the HRD function determine the fit between the employee and his or her role. This article looks at this topic in depth with specific reference to the role of the HRD function and the managers in this alignment. For starters, whenever an employee is hired, […]
Self Improvement: Investing in Oneself is a Continuous Process
Tough Times Need Tough People When the going gets tough, the tough get going. This is the simple message that has resonated across generations in response to the cyclical processes of life where victories are counterbalanced by setbacks and the future cannot be predicted with certainty. In other words, when the times are challenging as […]
Principles of Job Evaluation
Job evaluation as evident from the word itself aims at evaluating the job and not the person. It is a process of evaluating and determining the value of the job for an organisation. The evaluation is always in relative and not absolute terms. The idea is evaluate a certain job against other jobs in the […]
Innovation is the buzzword among many companies operating internationally as well as in the domestic economy. Increasingly, the ability of an organization to innovate is being seen as a source of competitive advantage.
The well known management expert, Peter Drucker throws light on the “sources of innovation” as well as the role that management and the employees have to play in fostering a culture of innovation.
For instance, there is a lively debate among experts as to whether innovation is a result of creativity or can be nurtured consciously. Drucker, as is wont, engages us in a nuanced view of innovation that he describes as a combination of inspiration and hard work.
Continuing in the same vein, Drucker lists seven sources of innovation that range from the incidence of unexpected occurrences, incongruities and the role played by sustained focus on the objectives. Taken together, the points made by Drucker emphasize the multifaceted nature of innovation and the need to “incubate” and “ideate” newer ways of doing things.
Overall, Drucker likens the process of innovation to that of entrepreneurship where along with the attendant risks; there is also the satisfaction of “creating” something new by a conscious and focused approach towards knowledge and the intellectual pursuit by learning organizations. To summarize Drucker’s thoughts on innovation, it would be pertinent to note that unless organizations bridge the “ingenuity gap”, they would be left behind in the uber competitive marketplace of the 21st century.
Applying some of the concepts that were discussed in the class to the 3M organization and its efforts to become a “thought leader”, we find that the nature of the work environment that has been fostered at 3M plays a major role in the organizations innovation efforts as well as the other factors like the ambidextrous nature of the organizational efforts that combine the traditional hierarchy with a conscious effort at “all levels” to promote the emergence of new ideas and encourage innovation.
3M follows a policy of “tacit knowledge management” that encourages the employees to innovate and share ideas and knowledge bypassing the bureaucratic and formal organizational structures. The net result is that 3M excels at blending creativity with rigor leading to “synergies” that accrue in this process.
3M’s flexible organizational structure and “open” culture makes it possible for the employees at all levels to think out of the box and innovate with the result that the organization files record numbers of patents every year.
The strategy employed by 3M follows Drucker’s maxim of management commitment combined with individual creativity. It is this potent combination where top management actively encourages innovation and the employees respond because the organizational arteries are relatively free from “clogging” and hence ideas flow through the company unhindered. As the class discussion shows, there is always a creative tension between systematic development and encouraged creativity. It is to 3M’s credit that it strikes a healthy balance between these imperatives and emerges as a hub of innovation.
In conclusion, it is evident that innovation cannot be left to the employees alone nor can it be “directed” from above. Only when organizations succeed in balancing these imperatives can they truly innovate.
Turning to the three concepts of ingenuity, innovation, and invention, we find that ingenuity refers to the creative ways of doing things which can or cannot lead to innovation. This is because whereas ingenuity means creative solutions to problems, it cannot guarantee innovation as long as the environmental forces that encourage innovation are present.
Indeed, the above case study of 3M clearly indicates that there needs to be an organizational culture that supports innovation for ingenuity to transform into innovation. For example, a particular employee might be ingenious but in the absence of encouragement and support, he or she would not be able to innovate or find creative solutions to work problems.
On the other hand, invention refers to the actual output or the outcome of innovation wherein the end result is a new product or a new invention that can be patented or copyrighted.
Indeed, whereas innovation is a better and new way of doing things, invention is the transformation of innovation into a tangible product or process that can be patented and deemed as being truly path-breaking.
Therefore, the three terms can be taken to mean that ingenuity leads to innovation which in turn leads to invention.
Your email address will not be published. Required fields are marked *
Content Aggregators vs. Subscription Services in the Field of Knowledge Management
February 12, 2025
Benefits and Advantages of Self Learning for Students, Professionals, and Everyone
February 12, 2025
