Corporate Entrepreneurship and Innovative Management

Running Head: Corporate Entrepreneurship and Innovative Management
Corporate Entrepreneurship and Innovative Management
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1ENTREPRENEURSHIP AND INNOVATION
Critical Evaluation
Organizational Culture
The organizations culture depends on the value, attitude, beliefs and behaviour that an
employee can share and use on the daily basis in their working environment (Smircich 2017).
The organizational culture however determines the way the employee understand the nature
of the work, the way they understand the business and they way they see themselves as an
integral part of the organisation. Hence the purpose in Hall and Woodhouse determines its
culture with an aim of providing social and economic benefits (Wreathall 2017). The
organisation facilitates the attribute of culture because it believes in increased tolerance,
improved learning techniques, enhancing the quality of life and the well-being of the
individuals working in different departments.
In order to understand the goals of the organisation Halls and Woodhouse caters to
share their goals with the employee and facilitates each of the members with an opportunity
to share a common vision and objective or a goals which can be achieved. (Mason et al,
2016) It is possible through creating a positive work culture with mutual respect, support and
collaboration. Here can be major benefit which can be offered to the employee and some of
the common business cultural goals are:
 Defining the cultural goal of the business is important as in order to create a
successful organisation. The managerial head must define the company does and how
does it function. The entrepreneur must also suggest creating a focus in order to reveal
the perks such as free meals, relax stations, outdoor games and many more.
 In order to facilitate the corporate culture it is important to include the employee and
their innovative ideas because this makes them feel an important part of the
functioning process (Crane, Kawashima and Kawasaki 2016). When the employee is
encouraged to discuss the ideas face to face with the leaders it makes them feel an
integral part of the process and as a result it also decreases the retention level.
With the help of the Cultural Web Analysis it can be determined the approach for looking at
the source and changing the organizational culture (Chun et al, 2015). The following
elements of the culture Web by Gerry Johnson describe the following:

2ENTREPRENEURSHIP AND INNOVATION
Stories: there are various functional activities which was held before and is about to take
place in the working space. What and who the organisation chooses to immortalize is said by
a great deal about what its values caters as great behaviour.
Symbols: the visuals representations of the Halls include the logo and reestablish the formal
and informal dress codes.
Rituals and Routine: the daily behaviors of the employees cater to signal the acceptable
behaviour. It determines what can happen and what is valued by the entrepreneurs.
Control System: this is the only way the employee and its activities can be controlled. Hence
it includes financial system, rewards and quality system(Shiu et al, 2015).
Organizational structure: it includes the chart and the unwritten lines of authority and power
which indicates whose contribution is valued.
Power structure: the power structure of the organisation is the senior executives which
influence the decisions, strategic direction and operations.
The implementation of the Cultural Web caters to use the organizational culture and
secondly it facilitates how the entrepreneurs can look at it and lastly it identifies the
differences between the two.
Issues needs to improve
There are various issues that are examined in the working space of Hall and
Woodhouse and some of the common issues are communication issues, interpersonal
conflict, low motivation, performance issue and discrimination. In order to cater
improvement in the branding system the organisation must influence into the niche in a great
way and increase the brand awareness which will drive out the sales. When the entrepreneurs
know that they have established audience which utilizes the services now and then gathers
thrust and helps in building the brand name. On the other hand the attribute of customer
experience where the issues can be identified are when the organisation fails to recall and
know its particular market segment (Fadil 2015). Hence it can be improved by allowing the
customers to cater the service by themselves and the entrepreneur must manage to develop a
customer experience management program in order to keep a track of data and information.
Lastly the attribute of organizational culture can be identified on the basis of the culture of
the organisation in terms of engaging the employee in correct work environment and

3ENTREPRENEURSHIP AND INNOVATION
organizing training so that they can excel in their role. The impact of the leaders is also taken
into consideration where the culture can be refrained if the leaders are equally cooperative
with the employee and provide guidelines in order to achieve their targets.
The implementation of the Radar Theory in optimized in order to bring in change and
improvement in the areas of issue within the organizational framework. The purpose of
implementing this framework is to demonstrate the current trend and development of the
understanding structure of the company’s business, segment and stages. (Aubry et al, 2016).
The model describes the process of a number of major two steps in the innovation radar
model one is innovation radar and the other is technology radar. The innovation radar caters
the transition which starts to focus on preparing the organisation to get ready in looking after
the management and developing new work culture. The innovation scouting teams collect
various information and consult the team in its upcoming start ups and trends and meets
directly with the companies (Chen, He and Li 2015). It also collects new ideas from the
product recently launched in the market focus on the acquisition, implementation,
assessment, acceptance and dissemination of the new attributes which are adopted by the
associated tools. The organisation is able to assess the transition and draw the attention to any
improve the area and keep he IT updated with the adoption of new techniques.
Adoption of Innovation Style
The adoption of innovative style in the work culture can be identified with sequences
of three stages which initiation, adopting decision and implementation where these decisional
are concerned with the managerial activities and on the other hand the employees depends on
the post decision adoption activities. Apart from the dimensions of the innovative approach
there are four main elements which spread the new ideas of innovation, time, social system
and communication. The process of diffusion innovation manifest the various ways of culture
and is highly subjective to the way it adopts the innovative decision making process. Hence
the report suggests that there should be improvement in the innovation of the managerial
activities in order to facilitate smooth functioning of the organisation (Hazzan and Zelig
2016). However the dimension of the organisation must approach the diffusion and adoption
strategies of innovation, in order to increase the scope and extend the dimension where the
implementation of the design caters to the innovation process. The contingency innovation

4ENTREPRENEURSHIP AND INNOVATION
strategy framework facilitates the analysis of the ways in which the culture can be altered
within the work space and bring in the opportunity for the employee to work in a healthy
environment. The innovation framework caters to build up a strong work force which
manages to bring in new techniques and reach the goals and vision of the company. On the
other hand the accounting innovation can be another way of applying the innovation tool or
style (Damanpour, Sanchez‐Henriquez and Chiu 2018). The accounting innovation facilities
to administer the technical modernization and intertwine in performance evaluation as well as
in formulating the compensation program for the employee. The organizational value
contributes in advancement of sociological aspects of the employee where the behavioral
management is concerned.

5ENTREPRENEURSHIP AND INNOVATION
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