How would you identify and characterize the roles of incentives, training, and education in promoting innovation in your organization? With the current state of the economy many organizations are searching to recruit potential employees that are able to bring to the business creativity and innovations to their table. Many organizations are looking into graduates who have been educated with more recent information on how to a business strive and what resources can be used to make it happen.
Other organizations are looking into having current employees take training courses or seminars so as to find out what new changes have taken place and how it can be established into the business. Sincerely, there are companies that do value and recognize the potential that some of the employees can provide but a good handful of organizations would not involve incentive directly to their employees because of fear that it may plant a seed where the employees may only think that just doing one specific duty they will benefit it instead of doing all and more can actually get them closer to the incentive.
Now if I witness an employee(s) going beyond what they were hired for and become a representation to others, that employee(s) would be rewarded because of being a positive role model for others becoming a leader for the other employees and the company. What is the role of leadership in creating, managing, and sustaining innovation in your organization? In my organization the role of leadership in creating is building trust between all workers and taking upon oneself to do what is correct by the individual and company policy. Also, by showing that no matter in what position one is in (manager, employee, staff, etc. that it is alright to be a hard, thriving person. With leadership it must promote information and share among others which can spark creativity and innovation, it can encourage a few or many and they can be rewarded. Once that is presented many would want to absorb the knowledge and possibly enhance and incorporate in other departments. In my organization we don’t try to make it seem that it is a must to have a role in leadership and create but to simply demonstrate that anyone is capable and that they are not let behind. What are the ethical implications of an individual reward system?
Support your answer. The ethical implications of an individual reward system would be encouragement to employees to go further in what they would normally do in the workplace. An example of this would be I; my title in my firm is Human Resource Assistant and I have a lot of responsibilities under my belt. Not only do I ensure all federal and state records are where they should be but also ensure all of the company paperwork/forms are properly signed off (for legal purposes) and are placed in its own section in personnel folders.
I have taken the liberty of being responsible for inventory, (office supplies and uniforms) some invoices which is more of the responsibility of the Accounts Payable, managing all timesheets (which is the responsibility of our operations department) and providing a security training class if my boss or the training manager is not available. It is not something that was assigned for me to do but I enjoy doing it all. I feel I get a more hands on experience by doing so and a much wider range of responsibilities that I am able to handle.
I prefer to be multiple knowledge and experience because if ever there were to be a position available I can easily qualify for it. When management or executive managers review what it is that I am able to do I am rewarded several different ways and it further encourages me to do similar if not more. By me doing this and others seeing can instill some motivation (if they want to) and open a door of opportunity. Would you describe your organization as innovative or non-innovative? Why? Explain our answer.
Well it really depends; nearly 8 years ago the organization I still work for was very much set in its ways and was not looking for any change until just recently. The organization was not tech savvy and really depended on manual work. Now when I say manual what I meant was the sales and operations of how to go about proposals, invoicing, dispatching, field supervision, and more. Now with the decline of the economy there are many competitors out there and my organization is working very hard in being “with the times”.
We have now upgraded our company website, which has many directories and more accurate information. We have become knowledgeable with FaceBook, MySpace, Twitter, and other such sites to post our most recent updates for all to see and read. We as well have changed our forms to make it simpler and forward when processing a new hire. We are not looking to complicate or confuse anyone when coming on board with the organization but wanting to present that they are welcomed and we look forward in working as a team. I guess I can say that my organization was non-innovative that just turned innovative.
