MBA executive / Innovation & Change / innovation and organisation culture
There have been different thought methods on what type of organisational culture is required in order to be receptive to innovation and respond well to change. One view is that the organisation needs a level of flexibility and a degree of slack. On this end of the spectrum, the organisation needs to be able to build a degree of slack and a tolerance for some degree of inefficiency. However, there are those who believe there is no room for inefficiency in a successful organisation. On this end of the spectrum, the argument is that an organisation needs to have a stringent system of order to ensure operational efficiency. In reality, both flexibility and order are needed for a company to thrive in innovation and change.
To prepare for this Discussion, review the required readings for this week.
? How might an organisation establish balance between the need for flexibility with the need for stringent order in order to create a culture which is receptive to innovation?
? What methods would you use in order to change the culture in an organisation from one whose primary focus has been efficiency to one with an innovative culture?
Imagine that you are tasked with implementing a change programme which involves getting employees to alter their work practices (i.e. structural), as well as their approach to work (i.e. cultural). You want not only to successfully implement the change, but also to get some level of buy-in from your employees.
To prepare for this second Discussion, review the required readings for this week.
• Do you believe that there should be a difference in approach to implementing change based on the type of change?
• What would be the differences, if any, between your approaches to structural versus cultural change?
• What incentives, if any, would you provide to promote the change?