QUESTION
this assighnment is about critical analysis. and devided in to three part . that three criteria i have beeen sent you in one of my folder. even i have sent you a five reading article on which you have to write about 450 words of each. there is nothing you have to find in any other material , it’s just about those five articles so there is no need to give any other references. MAKE SURE YOU WRITE 450 WORDS ON EACH ARTICLES.
SOLUTION
Synopsis:
The main theme of the article is to determine the relationship between the cultural and innovation orientation in NFPs and FPs organization. The research is done on a sample of 1448 managers and senior executives of Australian Management Institute. The main concern is divided into two categories i.e. socially responsible cultural orientation of NFPs and competitive orientation of the FPs. How both the categories of the organization encourage to the innovation within the organization. The main focus is to develop transformational leadership within the organization. The study is based on empirical research methodology that is very much effective and integrated research methodology for the specific and effective result orientation based on the hypothesis. Sample size is also good enough to understand the human mentality and the consideration within the organization for the betterment of the organization in terms of innovation and leadership development.
Critique:
The strong point for this research article is the consideration of the cultural and leadership orientation of NFPs and FPs at the same time. They have focused on the transformational leadership development within the organization that will surely lead to the innovation within the organization irrespective of all the challenges and conditions. On the other hand we can also see the loopholes in the research study as they have taken only managers and senior executive for the research response as the sample of the study. They may lead to the biasness in the result of the study. The study is focusing on the hypothesis for the both categories of the organization and their leadership development and innovation orientation as per their cultural dimensions. So it is again a strong point for the study to consider all the aspects for the accurate findings.
We can also see the cross sectional and non experimental design of the research study that may lead to the inefficiency in the findings of the research due to their non implications in the real world phenomenon.
Findings:
The author has found various effective findings that support the research study and the hypothesis which is being considered for the study. NFPs are more oriented towards the socially responsible cultural dimensions. On the other hand FP’s are more oriented towards the competitive orientation. The main thing that is the strongest finding about this research study is to encourage the future research related to the betterment and better involvement of NFPs and FPs in innovation and transformational leadership development and involvement of the employees in it.
These findings help us in exploring the internal and external environments and the happenings in NFPs and FPs for the betterment of the innovation and cultural dimensions within the organization.
All the aspects are considered for the innovation and development of the organization for both the categories of NFPs and FPs. The research indicates the more involvement of the FPs in the innovation orientation and competitive environment formulation within the organization.
Synopsis:
The article is based on the innovation management within the organization that helps the organization to increase their capability and competitiveness by various improvements in their processes, quality, timings, cost savings, optimization and various other aspects. Here we see that how the continuity and change are interrelated and required for the innovation management within the organization. The study is focused on the practical implications and experimentation for the better understanding of the innovation management in the corporate sector. Sample of 69 manufacturing industry is being taken into consideration for the study. Regression analysis is done to find out the results. We see in this article that how continuity and change process are related in the innovation management and helps the organization in the development and to gain competitive advantage with the help of innovation and its involvement in the organization for the betterment of the process, technology, networking, management and other aspects.
Critique:
There is a good interpretation of the data and the research design for the better understanding of the innovation management. The practical implications and the orientations of the research again make a good impression for the readers and encourage them to get involved in the innovation management. Bu the main loophole of this study is the consideration of only manufacturing industry for the research study. For the service industry there is no any consideration and interpretation. Apart from this all the aspects of the innovation management is considered in this article in an explained manner. At each and every stage there is a need of continuity and change catalyst for the innovation and the organizational improvement and competitiveness.
Findings:
There are various important findings can be extracted from this article. We can see the implications of change and continuity for the innovation and its development within the organization. The innovation is the main catalyst of the process improvement and the leadership development within the organization that may lead in the improvement of the organization in a multidimensional phenomenon and considerations. Innovation is the key aspects for the value addition in the organization and it also leads to the competitiveness of the organization and supports the organization to attain their visionary goal and it will lead to the sustainable development of the organization.
Few other findings are as follows:
Innovation leads to the strategic advancement and helps the management to take effective and integrated decisions for the betterment of the organization. Innovation is the key in the current scenario of the tough competition in the market. If you will not achieve then the competitors won’t take time to lead and they will beat you in the path of success. So it is very much essential for the organization to make themselves more and more competitive for the competitive advantage and strategic leadership development within the organization.
Synopsis:
In the present scenario, there is a great need of innovation within the organization in terms of product development and process improvement and optimization. These aspects are being considered in this research. Creativity and implementation are the two key components of the innovation. HRM plays a role of mediator and trained to make an effective and interdependent relationship between these two components of the innovation within the organization.
The research paper also introduces the four stages of the Innovative Work Behaviour:
- Problem Identification,
- Idea generation,
- Idea promotion, and
- Idea realization.
These are the four stages of the innovative work behaviour within an organization that leads to the innovation in an individual.
Quick responsiveness of the employees over any fluctuations whether it’s a small or a big one is very much required for the innovation catalyst in the organization. This shows the capability and the eagerness to initiate the innovation by an individual.
Employees should have multi-functionality and redundancy at workplace. This will make them more comfortable for the innovation and change catalyst within the organization.
Critique:
The research study is very much effective and real in terms of implications. The research design also considers the effective sample of 269 administrative executives those are the mostly concerned towards the innovation and process improvement within the organization.
Multiple regression analysis is done for the better and effective output and findings. Production ownership control is also taken into consideration for the improved output in a round o clock manner.
In this research study, we can see the lack of relationship between psychological job limitations and individual innovation within the organization.
Previous research, findings and concepts of IWB is again a limitation for this study. There is a great difference between the implication of the conceptual understanding and the practical implication of IWB that is not being considered in this study.
Researches should also examine and find the separate HRM practices within the organization for the better and optimal innovation and the organizational improvement.
Findings:
The study focuses on the perceived job characteristics and the various HRM practices and its implications within the organization that facilitates the individual innovation.
Multi-functionality is one of the most important aspects and finding in this study that is very much important for the critical thinking and individual innovation management within the organization. The employees should take leads and take initiatives toward the innovation and process improvement as per the need and demand of the market and consumers.
Companies should take advantages of innovation in terms of product development, R&D, and process improvement to sustain in the market and to meet the demand of the market.
HRM practices works a lot in these contexts to develop the leadership characteristics among the employees and encourage them to follow the Innovative Work Behaviour for the overall betterment of the organization in an optimized manner.
Synopsis:
Open innovations is one of the most critical and strategic source of competitive advantage and sustainable development within the organization. The main purpose of the open innovation is its implications that is incorporated with the development of the internal environment and internal strategic development by making a utilization of the inflows and outflows of knowledge from internal and external environment that will lead to the expansion of internal innovation and it would also reflect in the external expansion of the organization.
Open innovation has three key considerations: Knowledge management and its implication, organizational learning for the betterment and development of the organization, and organization boundary that limits the path innovation and in return open the doors for the external implications of the innovation.
It helps in technology management research & development and also helps in knowledge management research and its implications for the betterment of the organization in an effective and efficient manner to make them sustainable and competitive.
There are various managerial impact and implication of the open innovation that may lead to the organizational development and improvement in various ways.
Critique:
It has various implications for management education that may lead to the development of new and innovative perspective of the education system and that may help in better curriculum development as per the need and requirement of the current trends in the external environment.
It is also useful in the various implications of management practices that may lead to the betterment of the organizational strategic position. It also helps in making various effective practical implications for the integrated management implications that may add some value to the organization.
Organization should not mix-up the managerial innovation concept with the practical implications of open innovation. Both have different view and implications as per their need and requirement to the particular time and place.
Findings:
Future research context: Clear understanding of open innovation is very much required; it may develop some hybrid typologies for the integrated innovation, integrated performance implications of innovation over various framework of multiple level of innovation.
It provides the aspects and conditions for the project level decisions, individual level attitudes, and integrative perspective while working in the organization.
External process retention and exploitation are most important concern now a day.
It’s an older concept and may reflect in various organizations and have effect on their development and growth.
Open innovation is a kind of integrated and optimized innovation technique that is based upon the knowledge management implications and the organizational learning capabilities that leads to the overall capacity enhancement of the organization for the new direction of innovation and critical thinking the leads to the competitive advantage and sustainability of the organization in the long run of business.
Organization’s vision, mission and the values are the most important and critical aspects to manage and successfully run the organization. Since the organization is made or created to run for a long term aspects. Although these vison and mission are made in accordance with future perpective for nay organisation,it is need of time to change these strategic goals and plans ,so that organisation can grow.
These vision, mission and value are the long term aspects that helps the organization to make strategy and path to reach over the set objective i.e. their mission & vision and to maintain their value and ethics to make a differentiation in the market. Strategic plan is based on the value and the organization mission and vision that how to reach these objective and what are the required factors that will help in achieving this objective to the organization.
Change may be following reasons:
1)Merger and acquisitions of the business
2)Change in structure of organistaion
3)Change in government strategy and implemtation
4)Introducing new technology
5)More threats and challenges faced by the organisation
The strategic plan for change management is made after a long and huge analysis of the problem and the situation. The whole situation and the aspects being analyzed by kipping all the aspects of the organization mission, vision and value and based on those analysis and result the strategy is made that is being followed by the whole organization.
Thse change management may be difficult for all organisation to follow and adapt quickly,there may be resistance to change
1)Reluctanct to adapt to new changes
2)employees may be find it as wasteage of time
3)Employees may have fear of unknown or fear of taking risk
But change is alos an integral part of any magement function.With todays economic condition an dthe change in the business scenario,there is need for any organisation to adapt to tehse changes.It can be done in following ways
1)working as a team-Team work is something which can resolve any bis problem as people come together to decide things and resolve issues.This bring together various opinions,bring people together nad resuce their fear and encourage tehm to take risks
2)Leaders shold motivate people and teall them that how this beneficial for thema s weel for the organizational growth.A manager by his planning and a leader by his stetegic thinking can guide employess to overcome this fear of change nad make cahne mangemnt possible in the organisation
3)Provide effective traing to help employess to generate those skills to adapt to changes.It will help to adapt to those principles which are essential for the growth of the organistaion,and alos make change implematation easy in the organsiation
This we can say change management is an integral part for the growth of any organsiation .organiation shold always change because it will help them to fight competition,and grow as per the changing ecomomy of the country.thsi will help in the growth of business not only in ones own country but also across borders.
JF25
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