HI6008 Business Research Project: Literature Review on Innovation

This report is a literature review focusing on the relationship between innovation management and organizational culture, highlighting the challenges faced by businesses. It explores the impact of innovative measures on employee behavior and business success, with a specific focus on the social cognitive theory and its application in understanding employee responses to change. The research addresses the problems associated with implementing innovative elements, emphasizing the need for proper resource management and the development of a professional work culture. The report discusses contrasting views, theoretical models, and the importance of aligning innovation strategies with employee needs to foster a positive and productive work environment. It also examines the importance of external work contacts, organizational support for innovation, and its effect on employee’s work behavior and organizational performance. The study presented is based on the Chinese organizations which have identified the contextual factors and have limited the business attention accordingly to ensure the success of the business.

Running head: MANAGEMENT
Business research methodology
Name of the student
Name of the university
Author Note:

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Table of Contents
Introduction................................................................................................................................3
Opening Statement of the Research Question and the Research problem.................................4
Discussion of Theories, Model and Streams of influence..........................................................6
Figure No 1: Theoretical Model of the Social Cognitive Model...........................................7
Contrasting Views......................................................................................................................8
Conclusion................................................................................................................................10
References and Bibliography...................................................................................................11

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Introduction
The research here has been undertaken in order to identify the relationship in between
the common aspects of the culture practiced in the business and the innovative measures that
are taken up accordingly to ensure business success. The discussion of the aspects and the
practice of an innovative and better managerial culture is key to the success of the business
organization. According to, Aagaard (2018) the reason behind the selection of the topic has
been mainly because of the increase in the conflict situations among the management of the
business organizations and the employees of the organizations. The increase in the conflict
situations has given rise to a number of different negative situations which has directly
affected the business (Ciric et al. 2018). The presence of such a conflicting environment has
led to the creation of a hostile situation which has affected the productivity of both the
employees and the organization. Given the recent trends of the market it can also be
described to be a direct negative impact on the culture of the business management.
The acceptance and implementation of new and improved business technologies has
created a pressure on the employees of the business organization as because they are taking a
lot of time to get adopted to the new process and work according to the demand (Elsbach and
Stigliani 2018). The innovative changes in the business and the problems with the employees
to immediately employ them accordingly has been a major issue for the organization in the
modern days. The research has highlighted the major problems that are involved in the
negative impact towards culture and productivity (Ciric et al. 2018). Though, these steps of
innovation are actually quite negative, the steps are equally positive and quite important for
the success of the business in the most efficient manner. The management of the business can
use the proper form of resource management to develop and establish a successful and
professional work culture. The better, the capabilities, the better will be the chance for the
organization to develop a professional business culture. The following report is based on the

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discussion of the first report and will involve a critical review of the literature review
provided with the help of the research question and the problem of the research.
Opening Statement of the Research Question and the Research problem
The research problem here is based on the different categories of the business
challenges that are faced by the management of the business organizations. The increase in
the challenges of the organization limits the capability of the business units to provide a
strong productivity to the business. The absence of proper coordination and the diversity
amongst the shareholders of the organization has been the major reasons identified for the
absence of maintain a proper business culture and carry on with innovative measures. These
challenges are the major issues that has been addressed by the management of the business
accordingly. On the other hand, the research questions has answered the different types of the
perspectives of the research. This includes the determination of the aspects of innovation
management and the culture practiced by the management of the organizations, differences in
between the culture practiced in the organization and the innovative management. Lastly the
questions will also address the impact of innovation management in the culture of the
business.
Innovation is one of the elements of the business that must be implemented in the
business to ensure success and sustainable business future. The start of the innovative
business future and the changing environment has helped the organization to ensure business
success sin the most efficient manner (Fagerberg 2017). According to, França et al. (2017)
the management however, must ensure that the execution process of innovation is up to the
mark as any problem in the execution process can be harmful to the development of the
business and the development of the organization. The dependence on the culture of the
company the business organizations put their faith on the managers and the supervisors to
execute the process of innovation. The execution of the total process in a proper manner will

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involve a large number of strategies and goals of the business project. The innovation of the
companies can be communicated to the employees in a positive manner with a proper
explanation of the need of the element and its benefits to the employees (Goonetilleke and
Vithanage 2017). The creation of a plan and the communication of the transparency is thus
equally important for business success.
The research questions have addressed three different areas which includes the
aspects of innovation management, differences in between the culture practiced in the
organization and the innovative management and the impact of innovation management in the
culture of the business. The Innovative management system is based upon two major pillars
which are the operations of the business unit and the support of the business unit (internal and
external). According to, França et al. (2017) these two are responsible for the evaluation
process where the total system is checked and evaluated and then is forwarded for further
improvements. The improvements are completed with a successful planning that helps to
create value for the goods and services delivered by the businesses. On the other hand,
according to, Goonetilleke and Vithanage (2017) the innovative measures help the
management of the organization to restructure the business culture which itself differentiates
the both. The presence of an innovative culture however helps the management of the
business units to develop the vision and missions and move towards a sustainable business
future. The effectiveness and implementation of the innovative culture in the business can
help to create metrics based organizational and managerial system. The earlier mentioned
information related to innovation and cultural management thus clearly proves the
importance of innovation on the culture. Each and every business organization are different
from each other and thus it has its own way of managing innovation (Fagerberg 2017). The
presentation of the cultural traits to support the innovative strategy is definitely important for
the success of the business accordingly. The use of the Human resources, management of the

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idea and using all the related theories can help develop the business along with the
productivity of the employees.
Discussion of Theories, Model and Streams of influence
Though a number of different views regarding employee management, innovation and
business culture has been presented above, the application or the selection of the innovative
measures for the organization is not so easy to achieve. The major aim of the research is to
identify the issues and the problems associated with the process of business during the
implementation of the innovative elements in the business process. Drawing from the tenets
of the social cognitive theory, the study here has presented the effect of the innovation
process on the employees of the business organization (Hanna 2016). The social cognitive
theory involves the likes of the integration of the different information, knowledge bases,
behaviours and the steps that are followed by people for a proper thinking process. The
maintenance of a healthy workforce is one of the basic criterions in today’s modern world in
order to ensure the success of the business in the most efficient manner and also sustain the
performance till the distant future. The appointment of the employees also needs a continuous
changes which can be best managed through the process of innovation and development of
the business organization in the most effective manner. Innovation is a continuous process
and involves a successful involvement of the employees to make it successful (Hassanien and
Dale 2019). However, it is observed in most of the cases that the employees tends to freak out
with the implementation of any new process or innovative measures in the business
operations. The social cognitive theory in an organization is the best suited to explain the
behaviour of the employees in situations like these where the employees have the feeling that
they may not be able to address the factors or work according to the change in the business
processes (Hanna 2016). The different kinds of the innovative process includes the contextual
effects on the behaviour, intervention of the organizational variables and many more as such.

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The absence of the support of the employees for the innovative process is the main purpose
for the application of the theory (Kuhlmann and Rip 2018). The cognitive behaviour theory
helps the management to identify the social conditions and the organizational strategies that
influence the behaviours of the business unit in a proper and effective manner.
The study presented here is based on the Chinese organizations which have identified
the contextual factors and have limited the business attention accordingly to ensure the
success of the business. The theory thus clearly states that the management of the business
houses must pay heed to the importance of the employees and develop motivational and
innovative behaviours that can help them to convince the employees. The management must
also identify the favourable conditions and increase business innovation according to the
different needs of the organization. A proposed theoretical model based on the cognitive
theory has been presented here.
Innovative Work
Behaviour
Organizational Support
for Innovation
External Work Contacts
Thriving at work
Performance

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Figure No 1: Theoretical Model of the Social Cognitive Model
Source: (As Created by the Author)
The model presented above has shown that external work contact has a direct impact
on the innovative work behaviour of the employees. The support from the management helps
in the increase of business skills and also helps the employees to innovate and develop ideas
and products. The development of the innovative ideas helps the organizations to increase the
level of business performance in the most organized manner.
Apart from the above mentioned model, there are different kinds of other innovative models
that helps the management of the business to develop innovative strategies. Structured
Innovative Aids are an example of such a tool as it helps the management to analyse and act
in the management of the business process. The introduction and implementation of the
innovative business tools helps the management to motivate the employees and make them
follow the business process to gain the necessary business idea in the most effective manner.
Apart from this the management of the enterprises also aims to develop and implement
business strategies that have the potential to develop the business strategies and develop the
right path for success of the business (Lyytinen Yoo and Boland 2016). However, these
strategies must be implemented with the aim of fulfilling the needs and desires of the
employees to avoid any form of conflict. The coordination in between the employees and the
HR manager can help in the successful implementation of business strategy.
Contrasting Views
The collected data regarding the topic of the research has been collected from a large
variety of sources. These sources are the research works of different authors and selection of
the changes writers on the same topic. The use of the different researches in this regard has
been quite important in this regard. The researches has presented both positive as well as

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negative outcomes. There have been a large number of different views which stand
contrasting to one another. The contrasting views have mostly came out of the review
supporting the innovation process and their strong impact on the business employees. For
example according to Rothaermel (2017), most of the employees of a business environment
faces huge amount of challenge regarding any type of changes such as the technologies used
and the deployment of the innovative business practices. However, in contrast to these study,
the study by Elsbach and Stigliani (2018) has shown that the culture of the organization has a
serious impact on both the growth of the business organization as well as the innovative
management. The study explains that following a particular culture of the business and
following it accordingly can help in the development of growth by promoting a stable future
of the business. On the other hand, it also provides the scope for innovation in the business
that can lead to the success of the organization. However, the study of, Martin (2016)
innovation and development needs to create a strong bond in between the employees in order
to avoid any forms of clash. The employees must be well informed about the total process
and accordingly access he changes to ensure business coordination. The development of a
new, innovative culture in a company is the development of the culture and the innovative
talents. Addressing the challenges of the innovative talents are thus required to develop
innovative management and gain success.
Apart from the above mentioned differences and contrasting views there are some
general views that lies contrasted to the innovative management process of businesses
(Nguyen and Marques 2018). The businesses of the organization can though charge higher
prices for services and products in challenge to the organization, there are many authors who
describe the process to be costly and time consuming. In some of the case involving large
processes, the process turns out to be highly costly involving a large number of resources.
Sometimes, such a process can lead to the loss of a competitive advantage for the business

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market. It is important for the business to engage into innovation because of the reputation it
involves. A better business process can help improve the acceptance levels of the persons.
However, there is problem with too much innovation as such a thing can lead to the loss of
confidence and skills amongst the people working. Too much changes at regular intervals can
be problematic for the employees as they will find it hard to regularly change the business
process and adapt themselves to the new technologies. On the other hand, according to,
(Mazzucato 2018) innovation is highly important for the business to ensure the presence of a
value within the business. However, the study of (Nguyen and Marques 2018) has stated that
too much innovation cannot guarantee a fixed scale production return which can be important
for the success of the business. Thus it can be said presence of innovative products is
definitely the key to gain market reputation, however, such a process has the risk of running
the reputation in case the quality degrades. Therefore the best conclusion from the total study
can be defined as the application of a strong and compact approach to the development of the
business in a proper and efficient manner.
Conclusion
The report here has presented the critical review of the literature based on the effect of
innovative measures and their implementation in the business organization. The better, the
innovative measures, the better will be the chances of business success. Innovation and its
importance has been proved here in this report in the most transparent manner. The presence
of the innovative measures and the providence of the perspectives has helped to address the
challenges of the organization in a structured way. The used secondary articles has been
significant as because they have provided different kinds of information both for the topic as
well as has information by researchers that goes against the topic. The presentation of the
strong topic and contrasting views are surely something that has helped to gain a strong
ground for future discussion. The increase in the scope and the inclusion of the different

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perspectives has helped the research to act as a strong research information related to the
future study on the same topic in the future. The innovation process thus needs to be
implemented by means of a strong strategy that is able to or capable of addressing the
different business issues and also the needs of the employees accordingly.
References and Bibliography
Aagaard, A. 2018. Sustainable Business Models: Innovation, Implementation and Success.
Springer.
Ciric, D., Lalic, B., Gracanin, D., Palcic, I. and Zivlak, N., 2018, March. Agile project
management in new product development and innovation processes: challenges and benefits
beyond software domain. In 2018 IEEE International Symposium on Innovation and
Entrepreneurship (TEMS-ISIE) (pp. 1-9). IEEE.
Elsbach, K.D. and Stigliani, I., 2018. Design thinking and organizational culture: A review
and framework for future research. Journal of Management, 44(6), pp.2274-2306.
Fagerberg, J., 2017. Innovation policy: Rationales, lessons and challenges. Journal of
Economic Surveys, 31(2), pp.497-512.
França, C.L., Broman, G., Robèrt, K.H., Basile, G. and Trygg, L., 2017. An approach to
business model innovation and design for strategic sustainable development. Journal of
Cleaner Production, 140, pp.155-166.
Goonetilleke, A. and Vithanage, M., 2017. Water resources management: Innovation and
challenges in a changing world.
Hanna, N.K., 2016. E-commerce as a techno-managerial innovation ecosystem: Policy
implications. Journal of Innovation Management, 4(1), pp.4-10.
Hassanien, A. and Dale, C., 2019. Hospitality business development. Routledge.

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Kuhlmann, S. and Ordóñez-Matamoros, G. eds., 2017. Research handbook on innovation
governance for emerging economies: Towards better models. Edward Elgar Publishing.
Kuhlmann, S. and Rip, A., 2018. Next-generation innovation policy and grand
challenges. Science and public policy, 45(4), pp.448-454.
Linder, M. and Williander, M., 2017. Circular business model innovation: inherent
uncertainties. Business strategy and the environment, 26(2), pp.182-196.
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.
Martin, B.R., 2016. Twenty challenges for innovation studies. Science and Public
Policy, 43(3), pp.432-450.
Mazzucato, M., 2018. Mission-oriented innovation policies: challenges and
opportunities. Industrial and Corporate Change, 27(5), pp.803-815.
Nguyen, H. and Marques, P., 2018, June. Implementing the quadruple helix of innovation:
Exploring challenges. In ISPIM Innovation Symposium (pp. 1-12). The International Society
for Professional Innovation Management (ISPIM).
Rothaermel, F.T., 2017. Strategic management. New York, NY: McGraw-Hill Education.
Shapira, P., Gök, A. and Salehi, F., 2016. Graphene enterprise: mapping innovation and
business development in a strategic emerging technology. Journal of Nanoparticle
Research, 18(9), p.269.
Tukker, A., Charter, M., Vezzoli, C., Stø, E. and Andersen, M.M. eds., 2017. System
innovation for sustainability 1: Perspectives on radical changes to sustainable consumption
and production. Routledge.

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Wesseling, J.H. and Edquist, C., 2018. Public procurement for innovation to help meet
societal challenges: a review and case study. Science and Public Policy, 45(4), pp.493-502.
Yang, C., Huang, Q., Li, Z., Liu, K. and Hu, F., 2017. Big Data and cloud computing:
innovation opportunities and challenges. International Journal of Digital Earth, 10(1), pp.13-
53.