Organizations are in a continuous process of searching for strategies that would provide them with a competitive advantage. Efficiency in stable environments is achieved through standardized routines, division of labor and management control (Grant, 2005). However, recent changes in the business environment have compelled firms to search for new strategies for competitive edge as the conventional strategies have become obsolete (Chirico & Salvato, 2008). Economic globalization, which refers to integration of operations and markets in a borderless economic space (Johnson & Turner, 2003), and advances in information and communication technology (Hanna, 2010); are among the central environmental forces faced by contemporary organizations (Griffin & Moorhead, 2007; Roy, 2005).
In order to cope with the current external opportunities and threats, it is argued that organizations have to learn, that is, acquire new knowledge and skills that will improve their existing and future performance (Child, Faulkner, & Tallman, 2005; DiBella, 1998; Ortenblad, 2001). In fact, it is proposed that the only competitive advantage future companies will have is the ability of their managers to learn faster than competitors (Geus, 1988). Many other researchers suggest that the effective strategy for sustaining and improving a firm’s competitive edge and performance is organizational learning (e.g. Mavondo, Chimhanzi, & Stewart, 2005; Senge, 1990; Sinkula, Baker, & Noordewier, 1997).
Scholars also attest that new knowledge and skills obtained through learning enhance firm’s innovative capabilities thus improving the level of firms’ competitiveness and performance (Baker & Sinkula, 1999; Huber, 1991; Keiser & Koch, 2008; Nonaka, 1994). Research shows that innovation is linked to the concepts of generation, acceptance, and implementation of new ideas, processes, products and services (Damanpour, 1991; Drucker, 2002), and is determined by the firm’s learning orientation (Baker & Sinkula, 1999; Calantone, Cavusgil, & Zhao, 2002). Research also indicates that the effect of organizational learning on firm performance is likely to be both direct and indirect because the creation of innovative culture through learning allows firm to achieve a better competitive position and above-average performance (Baker & Sinkula, 1999; Bates & Khasawneh, 2005; Huber, 1991
In this study we examine the impact of organizational learning and innovation on performance.
1.1. Organizational Learning:
Commitment to learning
Developing organizational knowledge and integrating that knowledge into everyday practice can be a powerful tool for multiplying an organization’s impact, especially as it grows. But a nonprofit doesn’t have to be a multisite, multimillion-dollar agency, or even have a dedicated knowledge management function, to benefit from clear goals, incentives, and well-developed processes for organizational learning. If you train your staff, circulate meeting minutes, share programmatic best practices across sites, measure the impact of your programs, discuss metrics with your board of directors to inform decisions, or present your results at professional conferences, you are practicing knowledge management. Indeed, one of the tricky aspects of this topic is that learning-related activities are varied and can sit in many different parts of an organization. In some organizations the locus of activity is in staff training; for others it may be in impact assessment or performance management. Wherever learning sits, the key is that it be closely connected to the organization’s mission and impact. Organizations need to focus on doing four things below are the four elements of organizational learning.
* First, leaders must champion organizational learning. They need to demonstrate their commitment by...
...Innovation: The Key to Achieve Organizational Sustainability
Currently, the theory of sustainability has gained an international popularity not only in the more macro social and ecological level, but also in the relatively micro organizational level. To be more specific, now it has become the primary goal of an organization to sustain a healthy and long-term development, or sustainable development. The role ofinnovation in the organizational sustainability, however, is not yet decided partly because that the notion of innovation is so elusive (Elke & Bos-Brouwers 2010). After a wide literature survey, in this essay it attempts to put forth and prove the hypothesis that innovation is the key to realize organization sustainability.
Organizational Sustainability and Innovation?
As pointed out in the research book by Dunphy, Griffiths and Benn (2006), corporation has been the fundamental cell of modern economic life as it brings people such a huge physical wealth that is unthinkable for the generations before. The importance of corporation, however, leads to the question of how to maintain a sustainable development of corporation in order to achieve the sustainability of human society and the plant. This is called corporation sustainability or organizational sustainability. Accordingly, one can see that in the...
Table of Content
Introduction of Lenevo
Type of organisation learning
Culture towards learning
Culture of learning in the workplace
Organisational values and attitudes towards learning
External and internal forces impacting the culture
Policy impacting the learning culture
Brief evaluation of the effectiveness of thislearning
Introduction of Lenevo
Lenovo is the world's leading personal computer company. Lenovo Group is committed to creating superior personal computer, with innovation, efficiency and customer satisfaction oriented business model, and actively enter new markets. Formed by Lenovo Group and the former IBM Personal Computing Division, Lenovo is in the development, manufacturing and sales around the world, reliable, high quality, safe-to-use technology products and professional services. Lenovo operates in more than 60 countries worldwide to provide personal computer in more than 160 countries. Lenovo has approximately 26,000 employees worldwide. 
Type of organisation learning
Learnin in Lenvo can be identified as Adaptive learning according to Marquardt. Because Lenoval takes an action intedned to further an identified organizational goal; the action results in some internal or external outcome; a new action...
...the link between motivation and organizationalperformance.
Work motivation is an ensemble of internal and external forces which could initialize the work behavior, determining its direction,form, intensity and duration which is concerned with positive incentives and avoid negative incentives in the workplace (Pinder 2008). There are an array of theories that were put forward by organizational scholars. For instance, Maslow’s Need-based theories which focus on fulfilling employees’ needs, Vroom’s Expectancy theory which is related to the function of individual’ expectation, Herzberg’s TWO-FACTOR theory which is known as Motivation-hygiene theory and Adams’ Equity theory which demonstrates the relationship between equity and motivation (Hellriegel 2004). Additionally, the correlation between motivation and organizationalperformance has always been an unresolved discussion. Research shows that motivation is related to individual performance which directly affect the outcomes of companies and can be influenced positively or negatively (Micle 2009). While on the other hand, other researchers have suggested that there is negligible relationship between motivation and organizationalperformance(Bolton 2005). Taking the example of the Palm Toy tutorial case study, this essay firstly illustrates intrinsic factors and extrinsic factors in terms of work...
Uniliver is to become a globally innovative company
At Unilever we want to build and environment in every part of our business which will foster innovative thinking and action. We have looked at what our competitors and other industry leaders in their own fields are doing right and wrong and believe that we as a whole from the bottom up need to embrace innovation in everything we do. To see how important innovation is to being a successful business not just now but into the future we just need to look at the IT sector of Google and Facebook and how they are continually looking for new and innovative ways to grow and expand their individual company’s while also making our world easier. One of the most common catch phases of today for when you do know an answer to a question is “Google it”. We want Uniliver to be as much a part of people’s lives as Google has become through hard work and innovation.
What is the motivation for change/innovation in the company?
Companies which are concerned with their bottom line which should be most companies during these past 10 years of financial and business terminal should be concerned about innovation. NESTA research found that companies which launched a product innovation in 2004-5 experienced a 10% growth in sales in the 2004-7 almost double rival...
...Employees’ Motivation on OrganizationalPerformance
Many theories came along to show the importance of motivation. Motivators are the things that drive the employees to achieve; de-motivators are the opposite and would lead to deterioration on the job-level. Performance is directly affected by motivation, thus, a performance appraisal should be done where the manager measures the performance of an employee and acts accordingly. Motivation is the key to success in any given task or job. If not met, failure will most probably be the result. The purpose of this paper is to discuss the demotivators, the motivators of employees at work and the effect of these factors on employees’ performance thus organizationalperformance and the positive correlation between both latter concepts.
Abraham Maslow once said, "If I were dropped out of a plane into the ocean and told the nearest land was a thousand miles away, I'd still swim. And I'd despise the one who gave up.” The drive for him to reach the land is a combination of ability, willingness, and motivation. Likewise in any organization, there is always a drive for employees to achieve. The heart of this drive that leads to positive organizationalperformance and thus success is motivation; it is this desire to achieve.
...individuals make up Airdevils Inc. upper management team. Currently, Airdevils Inc. has 115 employees. Within the last two years Airdevils Inc. has began to suffer from a lack of employee and customer satisfaction. The company provided a breakdown of four phases the company is trying to work on and they are primary cause of low job satisfaction, steps to improve job satisfaction, forming a stunt consulting team, and alleviating stress felt by the support crewmembers. Celsey hired the Dream Teamworks to come in and assist with identifying the causes of low satisfaction and improving job satisfaction. As an organizational psychologist for Dream Teamworks I will assist Celsey as we tackle this issue.
In part two of this paper I will discuss what theory/theories of employee motivation that could have been used to increase productivity and how the knowledge of human behavior, cognitive, and affect, be used to enhance relationships the workplace. Furthermore, I will address how an organization can reduce workplace stressors for employees (University of Phoenix, 2009).
Upon reading the blogs some of the employees wrote on, I was lead to believe that not being paid enough was one of the employees’ primary concerns. Upon further reading of the blog, I realized that it was more than money that lead to some of the employees low levels of job satisfaction, but the lack of excitement experienced on the job was the true cause. Some of the employees...
Denise L. Smith
OrganizationalLearningLearning organizations can be understood as institutions which allow for expansion of capacity among its employees or people. In such organizations, people have the opportunity to develop and give the desired results. Learning also allows for the nurturance of new ideas and thought patterns. According to Senge, learning organizations involve collective aspirations that are not restricted and enables individuals to be in a continuous learning process (170). The rationality for any learning organizations, according to Senge, is to remain flexible and productive even when they are subjected to drastic changes. Further, learning organizations are expected to remain adaptive and excel in a coerced environment. However, Senge is clear that such adaptive and productive mechanisms cannot just occur, but organizations and the leadership must see and trap the commitment of the partners or workers, and develop their capacity to learn at various levels (Senge 170). This is because individuals have the innate ability to learn, however, structures that these same individuals’ functions are not supportive and sometimes fail their full engagement. Senge also argues that individuals may be willing to learn, but circumstances do not provide guiding ideas in order for them to interpret the environment on which they operate....
...Innovation: Innovation in Education
Maura C. Chaney
Grand Canyon University
March 27, 2012
In order to maintain any kind of competitive edge, educational organizations in America need to respond rigorously through initiatives in that move towards innovation. These initiatives need to develop a new mental mindset that is more focused on problem solving and moving forward with innovative and custom techniques, products, and services. In order to be successful in today's global community, the growing need to provide innovative solutions is a prerequisite. Innovation is seen as an opportunity for education to be competitive and prepared to develop the future of our society to be able to be a global competitor. The change in business-as-usual directly correlates to the growth in the global economy. Many of the new models of innovation within business integrate innovation to be seen as a force of change, an ability to extend organizational capabilities, and meet the needs of the clientele (GCU, 2012). Two leadership models are at the forefront of this growth of innovative thinking, or what education organizations label as 21st century skills. These two leadership models are transformational leadership and servant leadership. Transformational leadership can be used in this setting to introduce a change effort that involves the...