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Theories and Models of Innovation and Change in Organizations

Added on -2023-05-28

This report discusses the theories and models of innovation and change in organizations, emphasizing the importance of stakeholder involvement, generating a sense of determination, and creating a culture of innovation. It concludes that good change management has the competence to operate change under a cultural theory, and leaders must stress their emotional and creative intelligence to achieve change.

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Running Head: Management 0
Management 1
The leaders should know as to generate an organizational culture of change, innovation, and
new technologies, which are not probably the new aspects in the development of the
organization. In an organization, creativity is the creation of thoughts and ideas and
innovation as the execution of these imaginative ideas. They imply that people with distinct
individualities are mainly responsible for incorporating these thoughts and ideas, which can
lead to innovation and change. The primary goal of organizations growth is that their
innovativeness will tend to profitable venture that is more rewarding. There are several
theories that may demonstrate the aspect that innovativeness is a function of behaviour,
genuine motivation, appropriate expertise, capabilities, and generalized knowledge. Overall,
the success and growth of an institution depend upon the capability of personnel to
communicate knowledge and understanding (Norman and Verganti, 2014). In the following,
an effort has been made to discuss the theories and models to lead innovation and change. It
is stated that throughout this report the theories behind innovation and change has been
discussed involving the development of the organization.
Theories of lead innovation and change
The author Mulgan and Albury (Mulgan, 2006) characterize as “the generation and execution
of innovative methods, and services”. It would result in substantial advancements in order to
achieve quality, efficiency, and effectiveness. They further linking the thought of generation
as a source of importance for the people, customer, and companies.
It is to be critically evaluated from Innovation in the public sector of Geoff Mulgan and
David Albury, which describes a framework describing criticisms from U.K. and other
countries. It suggests that managing risk and generating convictions is significant for
organizational development.
As per the author, Van de Ven (Van De Ven, 2017) embraces a wider aspect by the execution
and development of innovative concepts and conviction by people who involve with others in
a well-defined context.
It is to be critically evaluated from Alternative Approaches for studying the Organizational
change of Andrew H. Van de Ven, which describes several dynamics in organizational
Management 2
As per the Joseph Schumpeter (Schumpeter, 2017), it is a diverse form of the invention as it
associated with technological advancement while innovation relies upon marketing and
acceptance. Additionally, it stresses the importance of innovation for economic success and
development. Through the different definitions, innovation can be précised as a generation,
whose understanding would create corporate opportunities in order to meet existing and new
needs and preferences.
Through Schumpeter (Schumpeter, 2017), it is discovered the five main types of innovation: -
The invention of an innovative product;
The commencement of a process of operation;
The starting of an industry;
The commencement of a new organization;
Tidd and Bessant (Bessant, 2018) define the 4Ps of innovation, which is different from
Schumpeter, theory elaborates that:
Product Innovation- It indicates a change in things i.e. products and services, which a
company delivers.
Process Innovation- It identifies the changes in the methods in which these things i.e.
products and services are generated and delivered.
Position Innovation-It states the change in the innovation of potential products and
Paradigm Innovation-It defines changes in the core strategies of the company.
The basic model of innovation states that it defines the methods and process that can be
established and maintained within the company. It is a process, which is required with a
culture that will assist in maximizing creativity. This innovation ability triggers health of the
individual as well as an organization (Adams, Jeanrenaud, Bessant, Denyer and Overy,
It is to be critically evaluated from the foundation of managing innovation, which describes
that innovation generates social value and maintaining international opportunities.
Tidd and Bessant state that the implementation parts of innovation, which carry an extended
degree of risk as an organization need to invest in significant assets, which, can considerably
affect the major part of the implementation. It is identified that a lot of reviews and research

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