Strayer University: Creating a Culture of Innovation Report

This report focuses on creating a culture of innovation within an organization. It explores the characteristics of ideal employees, emphasizing motivation, determination, and an exploratory environment. The report highlights the importance of teamwork, decision-making competence, and responsibility in leadership. It discusses how to foster innovation through communication, leading by example, reverse mentoring, positive criticism, constant learning, and incentives. The author emphasizes the significance of human resources and the willingness to take risks to achieve organizational success. The report also includes references to support the concepts discussed.

Running Head: MANAGEMENT 0
CREATING A CULTURE OF
INNOVATION

MANAGEMENT 1
Creating a Culture of Innovation
The characteristics of the people I would like to work at my organisation, in
association to the culture that I am pursuing to cultivate would be various things. For every
employee, I recruit I would want them to be driven by motivation and determined to success
and be more ambitious. I believe that if they are driven to be successful, they will attain a lot.
I would like to instil a great and exploratory environment, hence, my employees would need
to have those same potentials.
Being assured in self-work, proposals and thoughts can change the mindset of others
(Bowen, 2016). In addition, if an employee is a hard worker and diligent, it can encourage
others to work hard and be open minded. I would never look for those employees who are
just an average employees and come on work with no purpose or objectives, goes home day
to day tired of their job and at the end of the month get a pay check. The last qualities of
those who I seek to work with me would be organised, on time and accountable. Hence, great
organisation needs great individuals for cultivating right culture, although, they are not
simple to get and if practised in-appropriately, can lead to a big expense to the company. In
my company, I would like to foster a culture that promotes team work and talents.
The two leadership qualities I would look for in employees would be decision making
competence and responsibility. It is important for a leader to possess the capability to make
right decision at the right time even under pressure. Furthermore, he/she should think long
and hard before making decisions, however, once the decisions are undertaken, take
ownership of it. A leader needs to ensure that each and every employee are responsible for
what they are undertaking and if they do practise the things in a right way, remunerate them,
but, if they happen to face challenges, assist them recognise their issues and work collectively

MANAGEMENT 2
to improve (Bedarkar & Pandita, 2014). In relation to the contextual and the previous
experience, it can be in business administration where it can also be an internship for some
months as well. Furthermore, the employees can also have three year experience without a
bachelor or master degree. They must have the necessary skills and capability to work
effectively under pressure. They also must express organisational and planning abilities.
In relation to my organisation culture, it is to encourage all employees to be leaders
and innovators with building of their own lane and track and searching for the success with
their own ideas. There are some means in which I can aid towards organisation culture
fostering of innovation and creativity among employees. Firstly, more communication can be
developed between departments where associates of various departments can be encouraged
to come together and help the groups and employees to break out their outer case of skills, be
motivated with new means of thinking and come collectively to make the process more
effectively and efficiently. The next way can be searched for other means and ways to
motivate the team and it can be accomplished if I lead by example and inspire the team to do
the same.
To gain various essential perspective, reverse mentoring can also be done in multiple
ways in which the employees who are less experienced can guide, advice and support their
seniors' ones as with collective knowledge of both junior and senior, the company can gain
new innovative ideas. Focusing on positive criticism and constant learning can also be used
to foster creativity and it can be practised by not making employees only subjected to every
day of office and offer them an encouraging environment such as a refreshing walk and
breakfast at a local café so as to welcome innovative ideas no matter how crazy it looks. At
last, offering necessary incentive or reward can be the way to stimulate employee to express
new ideas and ways for accomplishing the strategic goals and also appreciate the creativity of
all the associates of workforce.

MANAGEMENT 3
Wholly, these are the characteristics I look for in my staff, the culture I will cultivate
and therefore, constantly look forward to catching top skilled staff possessing necessary
leadership skills while keeping the business functioning. Human resource always considered
as great assests for an organisation and played a major role to make the organisation
successful in the competitive business environment. I believe that to be a great leader, one
needs to take risks and my business will definitely rely upon risks and strength of each and
every employee.

MANAGEMENT 4
References
Bedarkar, M., & Pandita, D. (2014). A study on the drivers of employee engagement
impacting employee performance. Procedia-Social and Behavioral Sciences, 133(1),
106-115.
Bowen, T. (2016). Depicting the Possible Self: Work-Integrated Learning Students'
Narratives on Learning to Become a Professional. Asia-Pacific Journal of
Cooperative Education, 17(4), 399-411.