Leadership and Management Tasks 2022

Running head: LEADERSHIP AND MANAGEMENT
Leadership and Management
Name of the Student:
Name of the University:
Author Note:

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Task 3
 Concepts and theories of innovation and how these link to innovation in practice
The main concepts innovations are TRIZ, disruptive innovation, macro
innovation, open innovation and innovative environment. The organization
decides on the kind of innovation that they want to follow depending on the
situation that they are in. organizations that are facing a loss of idea or solution
can use TRIZ method to help them (Litvin and Rutten 2019). The organizations
that have limited budget for innovative projects are likely to prefer micro
innovation concept as it allows them to invest small budgets on innovative
projects. Innovative environment supports an organizational culture of innovation
fully. Google, for example, maintains a culture of innovation. Open innovation is
more applicable to the organizations that need outside help and input for the
process.
 The context for innovation in the workplace and how it can be supported in; core
business values, overall objectives, broader environmental context and the need to
ensure the value and benefit of innovative ideas and projects
A mix of more than one innovation concept can help an organization to
balance the many aspects of organization. Innovation is at the core of any
business. The main idea of business is to earn profit and satisfy the consumers
which cannot be done without creating new products and ideas. Thus, the core
business value and overall business objective is achieved. Innovations are
generally meant to create better or new products that are efficient and has less
impact on environment, thus, maintaining the environmental context and
ensuring that the investment for the innovation has been utilized properly and
will benefit people (Hughes et al. 2018).

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 Factors and tools that can motivate individuals to use creative thinking and apply
innovative work practices
The two main factors that motivate employees to use creative thinking are
leadership and organizational environment. Influential and democratic
leadership inspires individuals to apply creative thinking and innovation.
Leadership has great role in driving the workforce to proper direction. An
open organizational culture and where innovation is appreciated and rewarded
inspires innovation as well (Hogan and Coote 2014). For example, in Google,
the whole organizational culture is built on innovation. Every employee is free
to work on their own projects during the work hours, which has contributed to
Google’s success.
 The legislative framework that impacts on operations in the relevant workplace
context; you may wish to use a workplace example
All organizations must work within a legal and ethical framework. Sometimes,
this may lead to disruption in the process of innovation. While this is normal
occurrence, the frameworks should inspire more innovation as innovators need
to find ways that will ensure that the product meets all the requirements
without challenging the legal framework (Jones 2013).
 Explain how different approaches to management and leadership can support or
hinder innovation
The role of management and leadership on innovation cannot be denied.
Authoritative or autocratic leadership hinders innovation as autocratic leaders
like to dictate rules of their own, direct people through the process of the work
whereas; democratic and transformational leadership inspires innovation

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(Jaiswal, and Dhar, 2015). People feel more involved and they are likely to go
out of their way if they are included in the decision making process.
 Typical challenges and barriers to innovation within teams and organizations and
ways of overcoming these including rewarding and celebrating innovation, coaching
and learning, modeling behavior and managing the physical environment
The typical challenges to innovation that teams and organizations face are lack
of skill, lack of organizational appreciation, lack of rewarding system and
budget. These challenges can be overcome by introducing a reward policy.
Promotions and appraisals should be based on performance. Appreciating new
innovations and giving recognition will motivate the employees (Brad, Murar
and Brad 2016). Training the employees an imparting necessary knowledge
along with creating an innovation supporting environment in a workplace will
also overcome the challenges to innovation.
Task 4
Design for the office space
The building that the organization has taken has the ability to be custom fitted. The
design of the office should include:
Workspace: it should be innovative and flexible workplace. The work floor should have one
large space of about 1000 sq. ft. This space should be designed with large worktables rather
than cubicles so that teams can sit together and work. The workspace for the engineering
department and the research and development should be created separately. Being an
innovative organization, the managers might be given separate cabins but is not actually

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necessary. The workspaces should be designed in such a way that teams can be created as per
job requirement (Carpenter, D., 2017). Keeping an open workspace will enable that.
Refreshments: the organization should include a cafeteria that can accommodate at least
50% of the employees. Thus a space of 200 sq. ft. is needed.
Lavatory: at least two washrooms, one for men and one for women should be constructed.
Conference rooms: at least two conference rooms will be needed. One room should be of
100 sq. ft. and the other 150 sq. ft. to accommodate tender and director meetings.
Acoustics: the organization will need, large work tables, equipment for the engineering
department, equipment for the research department, security protocols and devices, chairs,
microphones and projectors for the conference halls, internet connection, whiteboards.
laptops and work systems, stationary, coffee machines and other refreshment supplies,
bathroom fittings, air-conditioning, cutleries, microwave and refrigerator. Along with that,
speakers for announcements, desk-telephones for communication will be needed. Solar plates
for electric conservation should be availed.
Brief of the design
Floor design: the division of the workplace should be done according to the type of job that
will be carried out. The reason behind this is the ease of installing the machines. The
employee workspaces should be kept open and inviting so that the exchange and flow of
ideas happen. It is advisable for any innovative organization that the managers or any higher
officials are not given separate cabin. They might have their separate workspace within the
floor of the department that they supervise. This reduces hierarchy within and organization
and fosters innovation (Tomovska-Misoska et al. 2014). Having more than one conference
rooms would ensure that one ongoing meeting cannot hinder another meeting to take place.

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The workspaces should be designed in an innovative manner so that people find it interesting
to work.
Refreshments and cafeteria: keeping a larger space for cafeteria and having supplies for
good refreshments increases employee motivation. Infrastructure is an important factor for
motivation and providing at least some of the food and drinks from cafeteria free of cost
would boost employee morale.
Acoustic: the equipment and other facilities improve employee motivation. The refrigerator,
microwaves might seem unnecessary but gives the employees a sense of comfort that the
employers are thinking about making their lives better. Moreover, installing solar plates will
ensure that the organization is using less amount of traditional source of energy thus ensuring
that they are reducing their cost significantly while impacting the environment positively.
Communication: the workspace such designed will foster communication. People will be
able to communicate with each other easily. For people working on different departments
there will be announcement speakers and telephones. Each department will have the ability to
take individual task and delegate them among the individuals so that the employees can also
show their ability. Each project will require teams to be remade, thus breaking the idea of
specific team structure (Fay et al. 2015).
Appreciation and consultation: the organization will be designed in such a way that
employees are trained as per their capacity and specialty. They will be appreciated for their
achievements and remarkable innovations. The leaders will also participate in the training to
enhance team capacity. In this regard, stakeholders are also important. They should have a
clear idea how the organization runs and the possible risks and benefits of that. Maintaining a
good organizational ethics is important (Crawshaw et al. 2013)inno.

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Decoration: the workspaces should be given light and soothing colors along with wall
graffiti to create a soothing as well as a creative environment. The walls might also have
doodle spaces and quote spaces where employees will be able to write or draw. The fit-out
should have a simple and minimalistic look so that the design looks modern and suitable for
an organization that is centered on innovation.

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References
Brad, S., Murar, M. and Brad, E., 2016. Methodology for lean design of disruptive
innovations. Procedia CIRP, 50, pp.153-159.
Carpenter, D., 2017. Collaborative inquiry and the shared workspace of professional learning
communities. International Journal of Educational Management, 31(7), pp.1069-1091.
Crawshaw, J.R., Cropanzano, R., Bell, C.M. and Nadisic, T., 2013. Organizational justice:
New insights from behavioural ethics. Human relations, 66(7), pp.885-904.
Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A
test of Schein's model. Journal of Business Research, 67(8), pp.1609-1621.
Hughes, D.J., Lee, A., Tian, A.W., Newman, A. and Legood, A., 2018. Leadership,
creativity, and innovation: A critical review and practical recommendations. The Leadership
Quarterly, 29(5), pp.549-569.
Jaiswal, N.K. and Dhar, R.L., 2015. Transformational leadership, innovation climate, creative
self-efficacy and employee creativity: A multilevel study. International Journal of
Hospitality Management, 51, pp.30-41.
Jones, K. K., 2013. "The Impact of Legislation on the Organization: Evaluating the Impact of
Corporate Governance Regulation on the Internal Audit Function." Dissertation, Georgia
State University, 2013. https://scholarworks.gsu.edu/bus_admin_diss/22
Litvin, S.S. and Rutten, P., 2019. Open innovation: TRIZ approach vs.
crowdsourcing. Journal of the International TRIZ Association–MATRIZ, p.99.