Creativity, innovation and change
Resources for creativity
personality
motivation
style of thinking
environment
The 4 Ps of innovation
process innovations are changes in the processes that create the product that sold or deliver the service that the customer buys
position innovations are changes in the way that the product of service offering is targeted
Product innovations - changes or enhancements to the features of the things that the organisation sells
paradigm innovations are changes in how companies frame what they do
Organisational influences
structural
human resource management
cultural
respect for creativity and change
availability of resources
recruitment and selection - priority to creative people
debate and exchange part of job
physical arrangements help direct contract
organic structure
systems to support innovation
job security
incentives and rewards
Organisational support factors
structure - roles and jobs are defined to aid in innovative behaviour
style - management empowers the workforce to behave innovatively
strategy 0 innovation explicitly called for in the corporate strategy
support - IT systems are available to support innovative behaviour
Implementing innovation and change
external environment main driver
models and perspectives to gain insight
perceived performance gap
many see disruption at centre of role
focus on inputs, transformations and outputs
results out of line with expectations
customers, shareholders, competition
external changes threaten a performance gap - results not meeting expectations
performance imperatives - flexibility, innovation and efficient operations
depends on making internal changes - when people perceive elements of the internal context obstruct external expectations
Interaction of change and context
people initiate project to change context
changes become new context
people interpret contexts and shape project
continuous interpretation and interaction between context and successive change projects
History and Levels
Present context a result of previous decisions
context has several levels
past and potential futures, affect how people interpret proposals
e.g. corporate, divisional and work unit
changes at one level may have unintended effects at other levels
Life cycle
models of change
initial concept of need - customer, sales engineering, design, plan and schedule, purchase goods and services, make or build, test and commission, customer, use and disposal
models of change
success depends on managing those efficiently
rational process
change goes through series of steps
emergent
plan, but be ready to change
takes place in uncertain context and unrealistic to expect outcomes to be close to plan
success depends on
managing interest groups
learning during the project
adapting to changing conditions
participative
success depends on
a democratic process
change relies on those affected being willing to cooperate with the change
developing ownership and commitment
consulting widely for ideas
Political
success depends on
political process
change often threatens established interests
building power sources
creating alliances and coalitions
manipulating information to support position
Influencing
power
interpersonal
personal
positional
behavioural
contingency
traits
Why study influencing
helps choose approach for context
consider alternatives
depends on influencing others
Managing and Influencing
others will be subordinates, equals, higher in the hierarchy or outside the organisation
managers do their jobs by influencing otherrs
managers influence colleagues, subordinates, superiors, people outside the organisation
outcomes
Compliance
identification
resistance
internationalisation
description target opposed to the request and actively tries to avoid carrying it out
commentary may try to dissuade influencer from persisting- may seek support from others to block the influence attempt
target does what is asked but no more no enthusiasm
may deliberately let things go wrong - may be enough in some situations
target does as requested to maintain valued relationship
only agreeing because request comes from that person, no wider commitment
target internally agrees with request and commits effort to make it work
most successful outcome
Models
Traits
Behavioural
assumption - some people have identifiable personal attributes that make them effective
limitations - effect of other variable
often used for selection criteria
leader behaviour
initiating structure
consideration
allocating specific tasks, setting standards, scheduling
expressing appreciation, helping and approachable
situational models
trait and behavioural models ignore context
situational models propose that effective influence depends on using an approach that is suitable for the circumstances
Path goal theory
Leader behaviours - supportive, participative, directive
work environment - task structure, formal authority system, workgroup characteristics
subordinates - characteristics, abilities, needs
outcomes - acceptance, satisfaction, motivation, performance
all contribute to appropriate leadership style
different styles
directive style effective
subordinates different objectives to manager
time short
participative style effective
manager lacks information
problem unclear
important subordinates accept decision
subordinates accept top down decisions
Power Perspectives - influence depends on persons power
French and Raven - 5 sources
legitimate - formal position
reward - persuade
coercive - threaten or use physical froce
referent - charisma, personal qualities
expertise
personal - credit for previous favours
positional - authority to use resources
forcefulness, insistence
positional - give instructions with threat of sanctions
personal - individual beliefs, values, ideas
positional - authority - draw on organizational norms
personal - skill, expertise, experience
authority to access expertise, information and ideas from across the business
to increase power share it
manager can use
coercive
reward
expertise
sharing with subordinates increase power
enables managers to spend time on senior or external contacts and build power
Tactics to influence others
9 identified
vary with target
rational persuasion for boss
exchange and personal appeal for colleagues
inspirational and pressure for subordinates
influencing through networks
Integrating themes
Sustainability
Internationalisation
Entrepreneurship
Governance
delegation valuable to an entrepreneur as it is to large business
managers promoting this goal will need to influence others
national cultural values affect usefulness of influence tactics
Targets of influence may respond by using their skills and power to attain objectives
creativity and innovation basis of entrepreneurship
search for this offers opportunities to innovators - reduce waste
companies want to encourage local innovation, but also to avoid wasteful duplication
financial crises show the dangers of innovation, when not balanced by governance systems