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Task: Drawing on the work of influential contributors on climate for creativity and innovation and creative leadership critically evaluate how creativity and innovation are promoted and sustained...

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Task:

Drawing on the work of influential contributors on climate for creativity and innovation and creative leadership critically evaluate how creativity and innovation are promoted and sustained across multiple levels of the organisation in the Infinitif Innovation case study (see below). You will present your analysis in report format of approximately 1500 words excluding references and appendices.

A random sample of students will be called to a viva voce to support the authenticity of their work

Case Study: Infinitif Innovation

Creativity and innovation are key assets for any organization. Let us assume you agree with this statement and decide to bring innovation into your organization. If yours is a typical company it may fit the following profile:

· hundreds, maybe even thousands of employees;

· company work processes formalized over the years that seem to be doing their job pretty satisfactorily

· shareholders who are more or less satisfied with the company’s financials.

Yet, there is a niggling sense that your company can be performing at a higher gear, and that innovation can make the difference. So what do you do?

· Do you change your workplace to include only the most creative people?

· Do you prioritize investment in new technologies?

While these are steps in the right direction, their impact on the company may not be sustainable. Employees come and go and technologies are constantly changing. In this case study we describe a different approach that can make innovation a more sustainable asset for an organization. It involves changing the way people think, act, and work and an integrated effort at all levels of the organization: individual, team and organizational.

Let us begin by looking at these three levels.

· On the individual level, everyone in the organization is required to acquire a skill-set that will allow them to think and act innovatively. This can be a crucial difference to many common (and uncommon) work tasks: from juggling projects within a time pressured and resource-scarce environment to dealing with the accidental deletion of an important file or a missing suitcase on an important week-long business trip.

· On the team level, providing the right tools and setting up the right work processes can enable real changes to be implemented. This can make a whole range of activities more effective: new product development, project management, inter-group communication and meetings (that great stealer of work time) that lead to better results.

· On the organizational level, the key move is to put in place a culture that encourages creative thinking and supports implementation of innovative results. Many times organizations have lots of good will and motivate their employees to come up with new ideas (idea boxes and the like), but they are never followed up and gradually the hype falls. Effective structures and supportive cultures, as uncreative as they sound, are essential in sustaining the motivation to keep on innovating.

Infinitif Innovation is a multinational group with an asset value in excess of £10bn. Its holding companies include banking, insurance, construction, mutual funds, and leisure resorts. For two years Infinitif Innovation had been searching for a way to achieve the company’s vision of long-term, sustainable innovation. They were looking to find a structured methodology that would allow everyone in their organization to be more innovative and so challenge the general consensus that innovation and creative thinking is an inherent trait among gifted individuals. Infinitif Innovation was interested to teach its organization how to create sustainable innovation.

Infinitif Innovation launched a comprehensive innovation programme that has created a culture and an attitude of innovation across the company’s sub-businesses and 14,000 employees.

· On the individual level Infinitif Innovation trained creativity champions in creative thinking skills and group facilitation using structured techniques. Champions were then responsible for regular group facilitation of idea generation with their teams.

· In this way employees gradually develop a repertoire of skills that they could apply at any time or in any situation. From senior managers to salespeople to bank clerks, employees now have a method for coming up with fresh approaches to their daily tasks or solving problems.

· On the team level trained innovation managers and coaches were given responsibility to actively disseminate innovation throughout the companies thousands of employees, and helping specific teams achieve innovation successes and establishing processes that ensure that ideas generated in the innovation process are evaluated and implemented. These skills give the teams the means of working and thinking together, and ways to make sure that their decisions are carried out.

· On the organizational level, Infinitif Innovation designed and implemented an culture to support creativity and innovation to ensure all processes are self-sustaining in the long run. This involved establishing dedicated innovation positions, new work processes, and success metrics. Existing company structures were utilized as far as possible, making it easier and more natural to implement the new innovation process within the organization.

Between 2008 and 2009, over 400 new products, services, business models and work processes have been successfully implemented yielding new revenue on one hand, and cost saving and efficiency on the other. Two examples include: a) a new service in Infinitif Innovation’s industrial machinery leasing company that created a new market, and b) new banking services that led to hundreds of thousands of dollars in cost saving.

Over 600 innovation champions were trained throughout the entire company to lead systematic innovation inside the organization. To date, close to 2000 employees have developed creativity and innovation skills from the coaches who run regular training.

Infinitif Innovation’s structure includes two directors responsible for overseeing all innovation processes and 20 innovation managers who support the cross-organization innovation coach activity. An innovation portal was established to support the innovation managers and innovation coaches by giving them access to innovation tools, workshop scripts, and examples that they can use in their work.

Infinitif Innovation established internal communication mechanisms that would update the entire organization on innovation activities and achievements. This continues to create a buzz in the company, getting everyone on board, and at the same time shows management support and commitment to the process. Infinitif Innovation regularly puts out quarterly booklets on new products and services in the company born out of the innovation process, corporate DVDs showing different divisions’ accomplishments, and ‘Innovation of the Day’ emails giving both real Infinitif Innovation cases as well as information on innovation tools.

After less than three years Infinitif Innovation has much to show in terms of its ROI – return on innovation. The model they applied made innovation a concrete tool across all levels of the organization:

1. Individuals are more creative and give better performance.

2. Teams have enhanced work processes for rolling out their decisions.

3. The organizaTask:

Drawing on the work of influential contributors on climate for creativity and innovation and creative leadership critically evaluate how creativity and innovation are promoted and sustained across multiple levels of the organisation in the Infinitif Innovation case study (see below). You will present your analysis in report format of approximately 1500 words excluding references and appendices.

A random sample of students will be called to a viva voce to support the authenticity of their work

Case Study: Infinitif Innovation

Creativity and innovation are key assets for any organization. Let us assume you agree with this statement and decide to bring innovation into your organization. If yours is a typical company it may fit the following profile:

· hundreds, maybe even thousands of employees;

· company work processes formalized over the years that seem to be doing their job pretty satisfactorily

· shareholders who are more or less satisfied with the company’s financials.

Yet, there is a niggling sense that your company can be performing at a higher gear, and that innovation can make the difference. So what do you do?

· Do you change your workplace to include only the most creative people?

· Do you prioritize investment in new technologies?

While these are steps in the right direction, their impact on the company may not be sustainable. Employees come and go and technologies are constantly changing. In this case study we describe a different approach that can make innovation a more sustainable asset for an organization. It involves changing the way people think, act, and work and an integrated effort at all levels of the organization: individual, team and organizational.

Let us begin by looking at these three levels.

· On the individual level, everyone in the organization is required to acquire a skill-set that will allow them to think and act innovatively. This can be a crucial difference to many common (and uncommon) work tasks: from juggling projects within a time pressured and resource-scarce environment to dealing with the accidental deletion of an important file or a missing suitcase on an important week-long business trip.

· On the team level, providing the right tools and setting up the right work processes can enable real changes to be implemented. This can make a whole range of activities more effective: new product development, project management, inter-group communication and meetings (that great stealer of work time) that lead to better results.

· On the organizational level, the key move is to put in place a culture that encourages creative thinking and supports implementation of innovative results. Many times organizations have lots of good will and motivate their employees to come up with new ideas (idea boxes and the like), but they are never followed up and gradually the hype falls. Effective structures and supportive cultures, as uncreative as they sound, are essential in sustaining the motivation to keep on innovating.

Infinitif Innovation is a multinational group with an asset value in excess of £10bn. Its holding companies include banking, insurance, construction, mutual funds, and leisure resorts. For two years Infinitif Innovation had been searching for a way to achieve the company’s vision of long-term, sustainable innovation. They were looking to find a structured methodology that would allow everyone in their organization to be more innovative and so challenge the general consensus that innovation and creative thinking is an inherent trait among gifted individuals. Infinitif Innovation was interested to teach its organization how to create sustainable innovation.

Infinitif Innovation launched a comprehensive innovation programme that has created a culture and an attitude of innovation across the company’s sub-businesses and 14,000 employees.

· On the individual level Infinitif Innovation trained creativity champions in creative thinking skills and group facilitation using structured techniques. Champions were then responsible for regular group facilitation of idea generation with their teams.

· In this way employees gradually develop a repertoire of skills that they could apply at any time or in any situation. From senior managers to salespeople to bank clerks, employees now have a method for coming up with fresh approaches to their daily tasks or solving problems.

· On the team level trained innovation managers and coaches were given responsibility to actively disseminate innovation throughout the companies thousands of employees, and helping specific teams achieve innovation successes and establishing processes that ensure that ideas generated in the innovation process are evaluated and implemented. These skills give the teams the means of working and thinking together, and ways to make sure that their decisions are carried out.

· On the organizational level, Infinitif Innovation designed and implemented an culture to support creativity and innovation to ensure all processes are self-sustaining in the long run. This involved establishing dedicated innovation positions, new work processes, and success metrics. Existing company structures were utilized as far as possible, making it easier and more natural to implement the new innovation process within the organization.

Between 2008 and 2009, over 400 new products, services, business models and work processes have been successfully implemented yielding new revenue on one hand, and cost saving and efficiency on the other. Two examples include: a) a new service in Infinitif Innovation’s industrial machinery leasing company that created a new market, and b) new banking services that led to hundreds of thousands of dollars in cost saving.

Over 600 innovation champions were trained throughout the entire company to lead systematic innovation inside the organization. To date, close to 2000 employees have developed creativity and innovation skills from the coaches who run regular training.

Infinitif Innovation’s structure includes two directors responsible for overseeing all innovation processes and 20 innovation managers who support the cross-organization innovation coach activity. An innovation portal was established to support the innovation managers and innovation coaches by giving them access to innovation tools, workshop scripts, and examples that they can use in their work.

Infinitif Innovation established internal communication mechanisms that would update the entire organization on innovation activities and achievements. This continues to create a buzz in the company, getting everyone on board, and at the same time shows management support and commitment to the process. Infinitif Innovation regularly puts out quarterly booklets on new products and services in the company born out of the innovation process, corporate DVDs showing different divisions’ accomplishments, and ‘Innovation of the Day’ emails giving both real Infinitif Innovation cases as well as information on innovation tools.

After less than three years Infinitif Innovation has much to show in terms of its ROI – return on innovation. The model they applied made innovation a concrete tool across all levels of the organization:

1. Individuals are more creative and give better performance.

2. Teams have enhanced work processes for rolling out their decisions.

3. The organization has a supportive culture and structure to implement real changes across the entire company.tion has a supportive culture and structure to implement real changes across the entire company.

Answered Same Day Jul 18, 2020

Solution

Tp Academic answered on Jul 19 2020
133 Votes
STRATEGIC MANAGEMENT
Executive Summary
Innovation and creativity is a single term that exists in organisation and company in the long run. A workplace is related to this very term and the associated strategies are treated as helping hand on an organisation's performance. In essence, for the organizational perspective, constant innovation and creativity are
oadly seen that directly affect the profit parameter. Establishment of innovative organizational culture literally encourages employees to perform better and even the best but in this occasion, it totally depends on leaders, how they treat those employees. As a matter of fact, innovation and creativity
ing diversity within an organization.
Table of Contents
Introduction    3
How creativity and innovation are promoted and sustained across multiple levels of the organization.    3
Conclusion    7
Reference List    8
Introduction
The organizations those are successful in this present globalization have been strictly following some important business attributes those are usually done in the long run. Creativity and innovation are the most success pillars on this occasion. Therefore, it cannot be denied the perception of creativity and innovation may vary based on different organizational movements. Keeping in mind the advancement of products and services, business organizations mostly deal with the respective function, imagination, and evaluation on how to better serve towards end users. On the organisation level, management is responsible for developing creativity and innovation so that they can gain competitive advantages and earn a handsome amount of profit each financial year, as it is an overall goal or objective of an organization. This present report aims to provide a thorough knowledge of creativity and innovation of an organisation Infinitif Innovation. The report mainly focuses on how these two crucial aspects and a creative leadership evaluates its responsive across multiple levels of organisation for Infinitif Innovation.
How creativity and innovation are promoted and sustained across multiple levels of the organization.
According to the given information reflected in the introduction part regarding creativity and innovation, the overall reflection must go by this case study of Infinitif Innovation. As the case study given all the information on operations of Infinitif Innovation, it has an asset of £10bn. The organisation holds several companies such as- banking, mutual funds, insurance, leisure resorts and all and for this very reason, Infinitif Innovation has some prime duties and responsibilities towards achieving a long-term vision and sustainable innovation in the long run. In the words of Amabile, Conti, Coon (1996, p.1169) successful implementation of new programs, product introduction, developing good ideas are necessary to assume social environments that may influence the organizational success. Within an organizational level, leadership is the foremost part that needs to be executed at the beginning as because creativity and innovation are mostly done by unique perception or thinking.
Effective leadership
Leaders are heavily responsible for welcoming an effective and productive workplace culture and other important segments that should be there within an organization. In other words, leaders can positively drive an organisation in a positive way or a negative way; both situations depend on the leader or leaders. Leaders are not only looking for driving and controlling the Infinitif Innovation organisation towards success but also the person should be unique among thousands or even more than that. Maintaining strategy, culture, structure are important themes of competitive advantages and all these reflect on a leadership quality, how those could be enhanced (Lewin, and Lippitt, 1938, 297). As the organisation looks forward towards finding a structured methodology, it is believed that effective leaders are there who are to find and structure innovative methodology by which Infinitif Innovation can reach competitive advantages. Comprehensive innovation program has designed by Infinitif Innovation for the only reason of developing group facilitation and thinking skills so that the organisation can earn a strong reputation by structuring innovative techniques. In addition, leadership theory represents a shift away from the responsibilities of leadership as individual traits...
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