Assessment: Manage Innovation and Continuous Improvement (Module)

This report, prepared for a university assignment, delves into the critical aspects of managing innovation and continuous improvement within an organizational context. It begins by defining performance and its multifaceted nature, encompassing economic and behavioral dimensions. The report explores how individual potential translates into productive output, emphasizing the role of managers in achieving set goals. It examines the importance of role design, supply chain management, and the impact of efficient operational procedures. Furthermore, the report highlights the significance of performance measurement systems, data collection, and analysis for informed decision-making. It discusses the need to map key result areas (KRAs) and the growing emphasis on performance management systems to enhance employee engagement. The report also addresses the increasing importance of e-commerce and the need for organizations to adapt to changing trends. The analysis concludes with a discussion of continuous improvement strategies, emphasizing the role of creative thinking, strategic planning, and employee involvement in fostering innovation and driving organizational success. The report provides insights into the benefits of a creative work environment and the importance of consulting with experts and adapting to technological innovations. This report is essential for students and professionals seeking to understand and implement effective strategies for managing innovation and achieving continuous improvement.

Running head: MANGEMENT
MANAGE INNOVATION AND CONTINUOUS IMPROVEMENT ASSESSMENT
Name of the Student
Name of the University
Author Note

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Activity 1
Introduction
According to the arguments of Gruman and Saks (2011), performance is the process undertaken
for accomplishing the identified and specified goals. Evaluation of the outcomes achieved helps
in assessing its effectiveness in terms of the contribution forwarded by the personnel.
Performance consists of the connotations of economic as well as behavioral, as it includes the
behavior of the employees and the managers’ evaluation for estimating the nature of the business
in the future financial years. Brumbach (1988) elaborates the concept by stating that performance
is based on the behavior of the employees towards achieving the results. The statements are also
directed towards the fact that behaviors are the outcomes of the behavioural intentions.
Performance exposed has heavy impact on the impact of the behavioural tendencies expressed by
the managers, which can be perceived in the forms of Being, Doing and Relating.
Discussion
Performance has a linkage with the individual potential and how best it is realized by the
individual. With regard to manage, his/her potential becomes the input to the productive process
and performance is the output. Manager’s Potential is determined when a set of tasks are
assigned to him. It is also related to performance standards set. Task-related activities refer to
manager‘s or supervisors involvement to achieve the allocated task or meet expectations in the
given task environment. Performance is what the manager’s actually achieve. Performance in a
role refers to the extent to which the managers achieve the purpose for which the role is created.
Role Output or Manager Performance is the criteria, which is used for evaluating the benefits of
the exposed performance in terms of accomplishing the identified and specified goals (Kearney

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2018). Predictions and estimations are conducted through the use of the checklists and templates
for measuring whether each of the key performance indicator is considered for conducting the
audits. In this context, goal setting theory is used for excavating the cause-effect relationship. If
the employees are well equipped with quality resources and secured workplaces, then the effect
is productive performance, enhancing the productivity. Consistent evaluation of this
enhancements results in monitoring the progress at which the identified and specified goals can
be accomplished. Transactional and participative managerial styles are crucial in this context for
increasing the employee participation. The more the employees participate, more is the
collaboration, which results in the increase of the sales revenue and profit margin (Kearney
2018)
Role Design can be related to the process of preparing the work break down structure. Briefing
sessions are conducted for clarifying the roles and responsibilities to the employees. Meetings
and conferences prove beneficial for discussing on the plans, strategies for fulfilling the
criterions of the operations. Transfer of the essential skills, knowledge and expertise is the basic
characteristic of this approach, which helps the managers in detecting the unique skills, abilities
and competencies. Managers are expected to conduct pre-planning sessions and meetings, which
needs to be disseminated to the employees. Consciousness in this approach is effective for
improvising on the stability in the relationship with the employees (Dulebohn et al. 2019).
There is a need to control and manage the supply chain management as it forms the integral part
of the supply chain management and customer satisfaction. Firstly, it helps to boost the customer
service. Customers expect the correct product assortment and quantity to be delivered. Secondly,
it helps to reduce operating costs (Dey et al. 2019). Retailers depend on supply chains to quickly
deliver expensive products to avoid holding costly inventories in stores any longer than

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necessary. For example, electronics stores require fast delivery of 60” flat-panel plasma HDTV’s
to avoid high inventory costs. Manufacturers and retailers depend on supply chain managers to
design networks that meet customer service goals at the least total cost. Thirdly, efficient supply
chains enable a firm to be more competitive in the market place (Dey et al. 2019). For example,
Dell’s revolutionary computer supply chain approach involved making each computer based on a
specific customer order, then shipping the computer directly to the customer. As a result, Dell
was able to avoid having large computer inventories sitting in warehouses and retail stores which
saved millions of dollars. Also, Dell avoided carrying computer inventories that could become
technologically obsolete as computer technology changed rapidly. Fourthly, firms value supply
chain managers because they help control and reduce supply chain costs. This can result in
dramatic increases in firm profits. For instance, U.S. consumers eat 2.7 billion packages of cereal
annually, so decreasing U.S. cereal supply chain costs just one cent per cereal box would result
in $13 million dollars saved industry-wide as 13 billion boxes of cereal flowed through the
improved supply chain over a five year period (Dey et al. 2019).
A company’s performance measurement process is vital to the decision-making process.
Deficiencies and outdated systems can only be corrected and updated if they are examined and
measured against the company’s objectives and desired standards (Kearney 2018).
Measurements then are used by a company for assessment of the processes, reduce variations
and control methods, continuously improve the systems in place and manage assessment to
ensure goals are being met with efficiency and effectiveness. Companies implementing a solid
performance measurement system should follow these principles (Kearney 2018). Firstly,
identifying the direction of the process will offer an understanding of what you are about to
measure. Select the processes that impact the business and the customers and start there.

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Secondly, Identify the important activity and measure it, thirdly, Goals and standards need to be
established to be able to compare logically what is being accomplished (Carneiro-da-Cunha et al.
2016 ). Fourthly, establish ways in which to measure performance. Fifthly, the decision makers
must be labeled and put into place. Followed by, collecting relevant information that shows a
numeric picture of the business’ process. Lastly, establishing new goals for ensuring the suture
goals of the organization.
Ahmed et al (2016) are of the opinion that to ensure the success of the organization it is very
important to map the key result areas (KRAs) of the organization. KRAs need to be drafted and
discussed with every employee. There have been cases in some organization in the past where
departmental heads have drafted KRAs on the basis of their understanding. While majority of
the employees got a 4 out of 5 rating, the organisation did not do well in terms of revenue, the
reason was that the KRAs were not defined in line with business objectives.
Businesses are getting more competitive with the changing trend that is one of the
primary reason why many contemporary organizations are placing a greater emphasis on their
performance management systems as a means of generating higher levels of job performance.
DeNisi et al. (2017) suggest that producing performance increments may be best achieved by
orienting the performance management system to promote employee engagement. Gruman and
Saks (2011) are of the opinion that a new approach to the performance management process
should include employee engagement and the key drivers of employee engagement at each stage.
There has been a recent upsurge in the e-commerce section which demands immediate attention
of most of the companies that intends to do well in the future. It means that they need to
associate with ecommerce associates to enhance their business management and performance.

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Mone and London (2018) suggest that the organisations should consider expanding their
influence online as it can help the company to grow and build revenue.
Conclusion
The conclusion that can be drawn from the above discussion is the use various techniques that
can improve the performance of the company and help it build sustainability. There are various
components of the performance management system that together helps to improve the
organisation performance.

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Activity 2
1.
Mumford, Martin and Elliott (2019) state that continuous improvement is an ongoing
effort to improve products, services, processes and policies in an incremental way. Continuous
improvement business strategy is also known as a continual or continuous improvement process.
It’s an ongoing process to improve the products, services or processes of an organization
(Morgan et al. 2017). The improvements sought can be incremental over time or achieved with a
breakthrough moment. The following report analyses the need for innovation and creativity for
continuous progress.
Creative thinking can help a business to identify and exploit new opportunities and assist
in problem solving, improving overall productivity. Everything an organisation does, ‘planning’
should be at the basis: a well-defined, thoroughly considered and reflected approach to what the
organisation wants to achieve (Fabian 2018). This is done in organisations via strategic (multi-)
annual plans, work plans on an organisation-wide, departmental, unit and even individual level.
These ‘plans’ need to be implemented, executed and permanently monitored (the ‘DO’ phase).
After implementing, a process of evaluation should take place. The achieved results need to be
measured and analysed. Implementation needs to be assessed against the initial plans and
objectives (Fabian 2018).
Hu (2017) has recognised the need to visualise a business opportunity by creatively thinking
about the market demands and analysing their competitors. This process of ideation; generating
ideas that can be used to generate, developer and evaluate ideas for new products, services or
processes. Hu (2017) notes that when individuals are included in a creative discussion it can help

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to improve the team climate of the organisation. As a manager it is very important that I can
create such environment for my subordinates so that they have the opportunity to discuss their
ideas and brainstorm (Montag-Smit et al. 2017). Therefore this are some of the notes that I will
be using in the briefing using a PowerPoint presentation to small groups within the organisation.
I will explain the employees that is method is most suitable for reaching out to the audience that
will be receptive to the pictorial representation of the topic and the PowerPoint presentation can
be sent to them for their future reference (Mumford et al. 2019). The reason behind choosing
small groups is that smaller groups increase interaction and enables a person to understand if the
issue is being understood and retained well within the employees. In a large audience the
message is often lost and not understood. Therefore, the process will be conveyed to a small
group through personal interaction and PowerPoint presentation. Some of the information that I
will be using in the briefing are as follows.
In my presentation I will ask them their preferred method of interaction and what they
understand by creativity and how they want to implement creative method within the
organisation. It is very important to get their viewpoints so that a productive discussion can take
place. Rawlinson (2017) suggest that the organisation environment should promote the creative
process. Often employees are not comfortable talking about the actual needs of the company or
problems. This stops the creative process and no real innovation can come from this. Therefore, I
will ensure that the employees are completely aware that the organisation is ready for any
criticism that might come from them will be dealt without any discrimination instead will be
appreciated (Hu 2017).
My PowerPoint presentation will discuss the advantages of creative thing through
innovation and role in the organisation. Firstly, introducing creative environment in the team

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increases cooperation between team, various sectors and divisions. The total performance of an
organisation can be enhanced through encouraging creative thinking environment within a team.
Rawlinson (2017) states that constantly building innovative method of thinking and ideation can
help with improving the revenue of the company and help with continuous improvement and
evaluation of the company. Hu (2017) further adds that increased engagement, increased
interaction helps to elevate the morale of the employees who in turn have an increased
productivity in their job performance. Furthermore, when employees are part of the change
making process and even the innovation of the company they feel more attached to the
organisation. I will make them aware that it is possible that all their ideas in brainstorming
session may not materialize to an outcome however, the failure does not mean that it will be
penalized (Mumford et al. 2019). Creative discussion is also a learning process that will help the
members of the organisation to collaborate in cross-communication and teamwork which will in
turn promote creativity and continuous improvement (Montag-Smit et al. 2017). The main idea
that I would want the employees to understand that they have the support of the organisation and
they can correspond their ideas via email and dedicate a portion of their time weekly to have a
creative discussion with their peers. Through my presentation I will be creating what if scenarios
that can help them to think outside the box and will create a creative thinking atmosphere for the
employees (Montag-Smit et al. 2017).
It is noticed that one of the most important feature of the organisation is its culture that
influenced the employees to perform and inspires them to achieve better goals. One of the best
examples of the organisational culture is that of Google (Tripathy 2018). It values the innovation
and creativity of their employees and has provisions, scope for the employees to express
themselves and also allows the creativity to show (Tripathy 2018). Ogilvy states that when

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employees are not given the liberty to express themselves they are unable to bring creative
innovation to the company (Young 2018). Study suggests that most organisation do not support
their employees to make certain choices and it affects their quality of life. Things such as, sick
leaves, compensation, rewards and appreciation is important for the growth of the employees and
the company. In the case of Google, it has been regarded as one of the most creative workplaces
that supports and promotes their employees to make conscious and rewards innovation (Young
2018).
Innovation comes with a change and change can be difficult for the management if the
management is not too flexible in their practice they are not going to make in changes. Creative
thinking should ensure that there is no penalty for not being able to ideate and the employers
should be prepared for criticism without which the company cannot hope to make any progress
(Young 2018). Often times it is noticed that organisations do not want to listen to the criticisms,
they must be apprehend it from before. In conclusion, these are some of the things that I would
like to tell my employees to make them involved in the process.
2.
Cost-benefit analysis is a methodology for weighing up a decision as objectively as
possible. It involves adding up the benefits of a project, an investment or course of action, and
then comparing these with the associated costs (Boardman et al. 2017). It is required in the
business to evaluate whether a capital investment is worth it and decide whether to hire new
employees. Cost-benefit analysis helps determine whether a project or operating change is
feasible and to develop a benchmark for comparing projects. Cost benefit analysis helps in
gaining am insight into the sources, which can be availed for making prospective investments to
attach value for the expenses made by the stakeholders and shareholders (Nas 2016).

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The main purpose of risk assessment helps employers to identify and evaluate the risks in
order to make the best informed selection of work equipment, chemical substances or
preparations used, the fitting out of the workplace, and the organization of work. Through this
process the company is able to prevent occupational hazards through informing the workers,
providing them with adequate training and providing the organization and means to implement
the necessary measures (Modarres 2016).
It is important to develop contingency planning and risk management when evaluating
the strengths and weaknesses of a proposed business strategy. Smart planning can provide the
edge to the businesses to develop market strategies, enable to seize new opportunities and ensure
its long term growth in the market (Bagnoli 2019).
Innovation and creative ideas are essential for the innovation of the company, however
one of the important for these ideas to go through a trial and error process before it is completely
implemented within the organizational policies. The process of evaluation is essential for the
development of the idea and to ensure that it can work without having to incur any breaks for
evaluation (Montag-Smit et al. 2017).
Recognizing and celebrating success is a very powerful motivator for individuals and
teams because it reinforces the meaning behind all that hard work and it shows appreciation for
the achievements. Studies shows that it boosts the self-esteem and it motivates the employees to
take the next step towards achieving the next goal (Prevo et al. 2020). Celebrating success also
enables to highlight the achievements of the company to the competitors and creates a good
image for the future investors.

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Activity 3
Introduction
Klein, Conn, and Sorra (2001) states that innovation is generally defined as a new
technology, service, or process that is aimed at improving individual and organizational
performance; thus, contemporary organizations that struggle to survive in a rapidly changing
business environment set innovation as their top priority. Contemporary organizations often
adopt innovations as their top priority to survive severe global competition and the rapidly
changing business environment. The following essay analyses the implementation of innovative
processes in an organisation (Von Lohmann 2017).
Discussion
Innovation is considered idea utilization, the innovation process consists of two distinct
stages: adoption, which refers to the organization’s decision to use an innovation, and
implementation, which refers to the employees’ consistent use of the innovation after its
adoption (Von Lohmann 2017). Although the adoption of an effective innovation one expected
to generate the desired organizational change or performance increase is essential for innovation
success, innovation success can be achieved only when the innovation is consistently used by
individuals (Haddud et al. 2016). Innovation is usually and ultimately completed by employees’
consistent use, or implementation success. However, the process of innovation and the final
implementation is a long way process and needs a strategic management process to ensure the
creative learning process has a positive outcome (Haddud et al. 2016). The process needs a time
frame within which it can be executed, a goal or identification of the workplace problem and a
constant revaluation process.