Report: Mobilising Creativity and Innovation in Organizations

This report delves into the critical topic of innovation within organizations, emphasizing its importance in gaining a competitive advantage. It explores various strategies for fostering innovation, including employee involvement, training, and reward systems. The report examines the implementation of innovation, highlighting the significance of aligning new strategies with existing organizational infrastructure and enhancing customer experience. It differentiates between incremental and disruptive innovation, recommending incremental innovation for its focus on internal improvements. The report uses Deloitte Digital as an example of an organization that effectively implements innovative ideas. The conclusion stresses the ongoing nature of innovation and its crucial role in driving competitive advantage. The report provides a comprehensive overview of innovation, its implementation, and its impact on organizational success.

Running head: MOBILISING CREATIVITY AND INNOVATION
MOBILISING CREATIVITY AND INNOVATION
Name of the Student
Name of the University
Author note

2MOBILISING CREATIVITY AND INNOVATION
Table of Contents
Introduction......................................................................................................................................3
Literature review..............................................................................................................................3
Innovation within organisation....................................................................................................3
Implementation of innovation......................................................................................................5
Type of innovation in the organisation........................................................................................6
Example of innovation.................................................................................................................6
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

3MOBILISING CREATIVITY AND INNOVATION
Introduction
The sector of innovation within an organisation directly means that a new method would
be undertaken into the working. The main factor of emphasis can be applied to the area of the
workplace or external relation to improving the different use of knowledge. In the point of view
of the entrepreneurs, the concept of innovation should be a constant business priority. The period
of recession small companies was taught a lesson that they eventually bunkered down in the
mode of survival (Berzin and Pitt-Catsouphes 2015). On the other hand, innovate organisation
seized the opportunity and took the sector of the hibernating companies to share of market. The
customer in recent time are pushing the organization to deliver
The main focus point which is related to the report can be stated in the sector of the
innovation in the working of the organisation. The main factor which is related to the concept is
the gaining of the competitive advantage within the working of the organisation. There is the
different strategy of working which should be connected to the enhancement of innovation
within the working of the organisation which are also majorly discussed in the report.
Literature review
Innovation within organisation
In the sector of the innovation, it can be stated that there is the various strategy of
innovation which can be implemented. In the domain of the innovation, it can be stated that
every employee of the organisation would be involved to obtain innovation in their working.
Few of the factor which majorly impacts innovation of the working are stated below:
 Involvement of the employee: One of the main factors which can enhance the sector of
innovation within any organisation is related to the involvement of the employee into the

4MOBILISING CREATIVITY AND INNOVATION
innovation factor. It should be taken into focus that employee in the organisation is in a
loop relating challenges and strategies and are invited to input in the working of
organisation (Hislop, Bosua and Helms 2018). The employee should be given active
participation in the working so that fresh idea can indulge in the operation of the
organisation.
 Importance of innovation: It should be a policy within the working of the organisation
that innovative idea has to be implemented within the working of the organisation. The
employee should be well informed that how their idea of innovation is important within
the working of the organisation. They should be encouraged into the involvement of the
idea into the internal working of the organisation.
 Training: As stated by (Hislop, Bosua and Helms 2018) the employee should be trained
so that they have a mindset of thinking of the innovative idea. Thinking process in the
sector of innovation is very much important. Problem solving capacity should be within
every organisation so that the factor of risk may be neglected and the success factor
becomes a routine within the working of the organisation.
 Discouragement: Sometimes there is input from the employee relating to the different
form of the innovative idea (Chen and Hou 2016). These ideas can be sometimes stated to
be good, and on the other hand, it may be seen to be not so productive. It should be a
scenario was the employee should not get an idea that their innovation strategy is not
good enough. They should feel that they are a part of the organisation and their input is
important for the organization.
 Reward: When there is an input from the employee which can be considered to be
advantageous for the organisation. Implementation of the strategy is considered to be

5MOBILISING CREATIVITY AND INNOVATION
advantageous for the organisation. In this event, the employee should be given
recognition, and this helps the employee to be more active in the sector of indulging more
idea into the working. (Keenan et al. 2017) stated that innovation from the employee is
very much important due to the factor that they deal with the internal working of the
organisation.
Implementation of innovation
Sometimes it can be seen that there are certain steps which should be included in the
working of the organisation which tend to have a motive of innovation within the organisation.
There are a few steps which should be taken care of in the sector of the implementation of the
factor of innovation within the working (Balland, Boschma and Frenken 2015). There is always a
particular infrastructure within the working of the organisation according to which the overall
execution of the different operation is done. The strategy of the innovation should be linked to
the existing infrastructure of the organisation so that there is no alteration of the policy and the
working of the organisation. In the sector of the organisation which is linked to customer
engagement, it should be a point of emphasis that customer experience is enhanced so that they
can be given better service (Berzin and Pitt-Catsouphes 2015). Gaining of the competitive
advantage can be one of the vital factors which should be linked to the sector of working of the
organisation with a motive of the changing the overall process of innovation in the organisation.
As stated by (Lyytinen, Yoo and Boland 2016) innovation can help an organisation to excel in a
different area in the domain of gaining of competitive advantage. In most of the organization
employee from of group which mainly play active role in the sector of implementation of
different strategy which helps in the sector of the innovation. Innovation can help in working and
the indulgence of the innovation within the working of the organization.

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Type of innovation in the organisation
In the sector of the working of the organisation, it can be stated that there is a various
form of innovation which can be implemented. Two of the most important segment of innovation
are incremental innovation and disruptive innovation. The concept of incremental innovation
mainly involves small-scale changes for example improvement in the existing process and
product and tweaks. On the other hand, another concept is the Disruptive innovation which
mainly includes large-scale changes that directly becomes worldwide changer of the game
(Kuratko, Hornsby and Hayton 2015). The organisation should decide which form of innovation
should be implemented so that they can gain a competitive advantage within the working of the
organisation.
Recommendation: In the sector of the working of the organisation the recommendation
of implementation would be the incremental innovation process. This is mainly taken into
consideration due to the factor that it mainly focusses on the internal changes rather than the
external approach of modification. The approach can be beneficial in a way which would be
giving the organisation a competitive advantage in the market area.
Example of innovation
Innovation can be considered as one of the important factors which is included in the
working of the each of the organisation so that it can gain competitive advantage. One of the
example which can be stated in this context is the Deloitte Digital. The Deloitte Digital can be
considered as the best example relating to organisation throwing out mentality of the business
case when it directly comes to the new idea evaluation (Amabile and Pratt 2016). The idea which
come in the mind of the organization are implemented as a trial run with a seed investment. The
prototype is directly developed, and the test of the idea is taken into consideration with a time

7MOBILISING CREATIVITY AND INNOVATION
span which is specific (Helfat and Martin 2015). This is majorly done due to the factor that the
test is applied to the idea with a motive on how the plan is executing and is that changing the
sector of the working of the organization. If the idea which is taken into consideration is seen to
the demonstrating legs, then the future investment is done in the sector of the plan and is make a
part of the organization. These steps can be considered to be important in the sector of
innovation planning within organization due to the factor that the test is applied before the actual
implementation is done in the domain (Biemans 2018). Sometimes it can be stated that the wrong
implementation of the strategy can directly impact the overall working of the organization and
can lead to a factor of failure of the process of the organization. Implementation of strategy can
be very much crucial due to the factor it directly involves into the working of the organization
and the performance of the organization and interaction with the employee.
Conclusion
Innovation in recent times can be stated to be one of the important factors which should
be included in the sector of the working of the organisation. The main advantage which can be
seen in the sector is linked to the aspect of the driving of the competitive advantage with the
different process of the organisation. Hence it can be stated that the above factor which is
explained in the report is very much crucial in the sector of innovation strategy implementation.
Moreover, it can be stated that innovating should be a long time process and should involve a
sector of short time involvement.

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References
Biemans, W., 2018. Managing innovation within networks. Routledge.
Amabile, T.M. and Pratt, M.G., 2016. The dynamic componential model of creativity and
innovation in organizations: Making progress, making meaning. Research in Organizational
Behavior, 36, pp.157-183.
Keenan, S.F., Henriksen, D. and Deep-Play Research Group, 2017. Organizational Contexts and
Team Creativity: an Interview with Dr. Roni Reiter-Palmon on Innovation within
Organizations. TechTrends, 61(4), pp.316-321.
Lyytinen, K., Yoo, Y. and Boland Jr, R.J., 2016. Digital product innovation within four classes
of innovation networks. Information Systems Journal, 26(1), pp.47-75.
Kuratko, D.F., Hornsby, J.S. and Hayton, J., 2015. Corporate entrepreneurship: the innovative
challenge for a new global economic reality. Small Business Economics, 45(2), pp.245-253.
Cano-Kollmann, M., Cantwell, J., Hannigan, T.J., Mudambi, R. and Song, J., 2016. Knowledge
connectivity: An agenda for innovation research in international business.
De Vries, H., Bekkers, V. and Tummers, L., 2016. Innovation in the public sector: A systematic
review and future research agenda. Public administration, 94(1), pp.146-166.
Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of
training and development investments on learning and innovation in organizations. Journal of
organizational behavior, 35(3), pp.393-412.

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Berzin, S.C. and Pitt-Catsouphes, M., 2015. Stimulating innovation within social sector
organizations: The application of design thinking. Journal of Entrepreneurship & Organization
Management.
Chen, A.S.Y. and Hou, Y.H., 2016. The effects of ethical leadership, voice behavior and climates
for innovation on creativity: A moderated mediation examination. The Leadership
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Helfat, C.E. and Martin, J.A., 2015. Dynamic Managerial Capabilities: A Perspective on the
Relationship Between Managers, Creativity, and Innovation in. The Oxford handbook of
creativity, innovation, and entrepreneurship, p.421.
Balland, P.A., Boschma, R. and Frenken, K., 2015. Proximity and innovation: From statics to
dynamics. Regional Studies, 49(6), pp.907-920.
Turró, A., Urbano, D. and Peris-Ortiz, M., 2014. Culture and innovation: The moderating effect
of cultural values on corporate entrepreneurship. Technological Forecasting and Social
Change, 88, pp.360-369.
Hislop, D., Bosua, R. and Helms, R., 2018. Knowledge management in organizations: A critical
introduction. Oxford University Press.