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Organsiational Change and Development - Doc

   

Added on  2021-04-19

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Leadership Management
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Running head: ORGANSIATIONAL CHANGE AND DEVELOPMENTOrgansiational Change and DevelopmentName of the StudentName of the UniversityAuthor’s note
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1ORGANSIATIONAL CHANGE AND DEVELOPMENTSection 1Rational for choosing the article The reason for choosing this article for review is firstly the structure of the study is veryrational and has a proper follow of information that helps the reader to clearly understand theperspective of the authors (Manohar and Pandit 2014).. The headings and the subheadings usedin the article help in understanding the thought process of the authors better. Secondly, this is arelatively recent journal article and hence the relevance of the information that is stated in thestudy are significant and lastly the topic of research is interesting as encouraging innovation isthe only way to gain competitive advantage in the business market (Manohar and Pandit 2014).Overview of the article The article focuses on the drivers and values that encourages innovation in anorganisation and allows successful implementation of strategies that drive innovation. Accordingto Manohar and Pandit (2014), innovation does not only mean focus on new items it also meanschanges in already existing ideas. The authors focus on the competitive advantage that anorganisation receives with the help of innovation (Drucker 2002). The key finding of the study is that there are some common core beliefs and values thatare followed by an organisation in order to succeed in achieving the goals. Seven common valueshave been discussed: Consumer centric approach, quality of the product or service, goal of beingthe market leader, innovation leadership, profits, embracing change in technology andorganisational dexterity (Manohar and Pandit 2014).
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2ORGANSIATIONAL CHANGE AND DEVELOPMENTSection 2Critical evaluation of the arguments or research presented The research paper studies that validity of assumptions like: Innovation culture is directly impacted by the core principles, values and beliefs. These values and beliefs are common among the successfully innovative companies(David et al. 2014).The authors have recognized 12 aspects of the values: profit, high quality, consumer focused,involvement of technology, organisational agility, market leadership goals, innovationleadership, intellectual property, and knowledge, opinion of innovation, partner relations, andtrust (Manohar and Pandit 2014). The research design that is followed in the paper is divided in four stages: selection of theorganisation to study, designing and testing information collecting tools, gathering theinformation with the help of the tool and analyzing to the data that is collected (Martins andTerblanche 2003). There is no dedicated section the paper for the research questions but in theIntroduction paragraph there is a aim of the research stated. The purpose of this study is toanalyze the innovation culture within successful organisations around the world and determinethe common grounds. Culture is the result of the core values and beliefs of the companies follow,these are a part of the legacy that has been incorporated within the organisation by the ownersand the higher management based on the vision they have for the company (Lee et al. 2008).The literature that is studied by the authors state that the successful organisations ensure toinclude their values and principles in their decision making process. These values shape theculture of the organisation and it is learnt from the literature that factors of the organisation
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