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Dissertations / Theses on the topic 'Innovation culture'

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Published: 4 June 2021
Last updated: 20 February 2023

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1

Koroleva, Polina, and Dmitry Moiseev. "Power of innovative culture." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-20296.

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Abstract Authors: Dmitry Moiseev and Polina KorolevaProgram: Leadership and Management in International Context Title: Power of innovative culture within organisations From 18 century almost everything that occurred during economic growth was done due to innovations. Companies started to understand that innovations could give a competitive advantage and increase organisational effectiveness. Innovative culture, in turn, is one of the most important conditions that make innovations happen. However innovative culture is not so popular and common within a lot of companies, maybe because of lack of knowledge according to this notion, maybe because of unwillingness and fear to change something. Innovative culture consists of aspects that have some particular shade and lead to innovations’ creation. In this research we defined innovative culture, determined and analysed different aspects that differentiate it among any other kind of culture. We showed advantages of innovativeness and described the leadership style which serves to innovations. Our findings are proven by the examples and words of leaders from global companies, which helped to build us empirical part.
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Campos, Josue. "Culture: A Driver for Innovation." University of Cincinnati / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1504868773591606.

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3

Tu, Hengsong, and Xin Yuan. "Chinese culture Chinese corporation culture and innovation : how does a corporation implement innovation properly." Thesis, Högskolan i Gävle, Avdelningen för Industriell utveckling, IT och Samhällsbyggnad, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-7466.

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Culture has covered several areas which related to human beings’ life, it was manifested in process of doing, value judge, communication manners, education issues, historical events, economic situation and so on in communities. So, the culture would impact the operation ways of a corporation. Through the prevalent theory of Hofstede’s culture division, we understood that Chinese culture has its characteristics which could be portrayed as long power distance, collectivism, masculinity, uncertainty avoidance and long-term orientation. The Chinese enterprise has long been the epitome of the massive collective, where employees usually treated their organization as their family. Additionally, these large organizations and government related enterprises had a multitude of standardized procedures and regulations, numerous managerial levels, and promotions based on knowledge of and obedience to these procedures and policies, exemplifying the hierarchy culture (A.Ralson, Jane, H. Terpstra, Wang, C.Egri, 2006). And this study, we will review some literatures at first sector and get comprehensive insight of Chinese corporate culture, and discuss the relationship between corporate culture and innovation capability through interview with some corporations’ leaders in second sector. Through this work, we are trying to provide some successful experiences to Chinese corporations.
文化反映在人类生活中的很多方面，诸如做事情方式，沟通的礼节，教育，历史事件，经济状况等等方面。在很大方面，一个国家的文化会影响到企业的经营方式。通过当前比较流行的霍夫特德的文化区分理论，我们了解到中国的文化特点体现为比较长的权利距离，集体主义倾向，更男性化，强调风险规避以及考虑长期目标。因此，中国的企业也长期处在中国文化的影响中，表现起来就是中国的企业更强调集体文化，以及把企业当作家的思想。企业中存在许多的规章制度以及等级观念，员工的晋升与个人的成就和服从相关联。通过这篇文章，我们在一系列文献整理的基础上，更好的了解中国文化和中国企业文化，并进而讨论文化与创新之间的联系。并且最后我们将举出一些取得成功的中国本土企业的例子，并探讨他们成功的经验。
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Mühlenhoff, Judith [Verfasser], and Katharina [Akademischer Betreuer] Hölzle. "Culture-driven innovation : acknowledging culture as a knowledge source for innovation / Judith Mühlenhoff ; Betreuer: Katharina Hölzle." Potsdam : Universität Potsdam, 2017. http://d-nb.info/121840177X/34.

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5

Meneses, Alvarez Fernando. "Engineering a culture that promotes innovation." Thesis, Massachusetts Institute of Technology, 2018. http://hdl.handle.net/1721.1/117938.

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Thesis: S.M. in Management of Technology, Massachusetts Institute of Technology, Sloan School of Management, 2018.
Cataloged from PDF version of thesis.
Includes bibliographical references (pages 69-71).
In today's world, innovation has become a well-worn, sometimes over-used buzzword. Much of today's innovation is mainly linked with new technologies. Many companies talk about innovation using new metrics like "innovation premium," and they would like to be on the "Top 100 Most Innovative" list published by Forbes every year. This thesis seeks to answer the following questions: Do the CEOs of the most innovative companies create a unique environment within their organizations? Do they create an internal culture that supports employees who have ideas for innovative products or services? What can a CEO do to influence the company's shared attitudes, values, goals, and practices which in turn promote innovation? What are the main elements that influence internal culture and make it more innovative? To answer these questions, I reviewed the research literature by scholars and researchers on innovation. I also reviewed literature about the kind of organizational culture that promotes innovation. In addition, I interviewed nine leaders from several companies generally regarded as being innovative to inquire how they fostered an innovative environment. From this study, I identified three main elements that I think are key to creating a culture that promotes innovation. After determining the critical elements necessary for innovation, I interviewed 17 individuals from P-Automotive (a pseudonym). I asked them to discuss how their internal innovation culture relates to the three main elements. Based on what I learned from the research literature, the innovative leader interviews, and the case study of P-Automotive, I provide several general recommendations and several specific recommendations (for P-Automotive) for fostering an innovative organizational culture.
by Fernando Meneses Alvarez.
S.M. in Management of Technology
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6

Flitton, Matthew. "Building the future newspaper culture and innovation /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2008. http://hdl.handle.net/10355/6676.

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Thesis (M.A.)--University of Missouri-Columbia, 2008.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on July 13, 2009) Includes bibliographical references.
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7

Danks, Shelby. "Measuring Culture of Innovation: A Validation Study of the Innovation Quotient Instrument." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc848105/.

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The ability for an organization to innovate has become one of the most important capabilities needed in the new knowledge economy. The research has demonstrated that an organization’s culture of innovation in particular predicts organizational innovativeness across multiple industries. To provide support to these organizations in their abilities to understand the culture of innovation, researchers have developed instruments to measure culture of innovation, and while many of these instruments have been widely used to inform organizational opportunities for improvement, few of these instruments have been validated or replicated beyond their initial use. The current study employs multiple factor analytic methods to validate the factor structure of the Innovation Quotient instrument developed by Rao and Weintraub and assess the extent to which the instrument is reliable for multiple organizational groups. The results of this study, as well as implications for researchers interested in culture of innovation, are presented.
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Liu, Changyuan, and Suleman Akbar. "How Innovation Culture Drives Growth at Al-Elm." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-13873.

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Introduction  With great deal of emphasis being placed at a company‘s ability to innovate for its continual survival, and the role the Innovation Cul-ture at a company plays in achieving that innovation, and translating the dream into reality, we set out to study a one such case, Al-Elm Information Security Company, in Riyadh Saudi Arabia, which had achieved phenomenal growth over the last 6 years through innova-tion. Therefore in this thesis will discuss and present the role of In-novation Culture in driving growth, particularly in Al-Elm‘s case, as our case study for this research paper.PurposeThe purpose of this research thesis is to study and analyze the role of innovation culture in Al-Elm Information Security Company‘s con-tinued survival and explosive growth.MethodTo fulfill the purpose of this thesis, we followed qualitative research and conducted semi structured and structured interviews with both open ended and closed ended questions through the means of fae-to-face on site interviews in Riyadh Saudi Arabia where Al-Elm is lo-cated, to collect the empirical data. For this study, we have included only seven interviews out of a total of twelve interviews we con-ducted for the purpose of this research, following purposive sam-pling. In the analysis, we analyzed Al-Elm‘s previous success based on Innovation, its current growth trajectory, as well as future projec-tions based on the Innovation Culture, providing insights based on both the empirical findings as well as literature. We deducted the conclusion that innovation culture is the vital source to keep the company, Al-Elm, continually survive and thrive, and grow fur-ther. Actually innovation culture is embedded in the company system and also is a habit for all the people within the organization. Innovation culture makes employee generate more useful ideas and then put them into practice for the company, which is why company has experienced phenomenal growth and has grown exponentially in terms of revenue and size.
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Godoy, Renata Semensato Pereira de. "Relações entre cultura organizacional e processos de inovação em empresas de base tecnológica." Universidade de São Paulo, 2009. http://www.teses.usp.br/teses/disponiveis/18/18140/tde-20102009-164640/.

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Esta pesquisa analisou as relações entre a cultura organizacional e os processos de inovação em empresas de base tecnológica na cidade de São Carlos. Buscou-se identificar e compreender aspectos da cultura organizacional que facilitam ou dificultam os processos de inovação. Utilizou-se estratégia de investigação mista (delineamento quanti-qualitativo). Teve-se como hipóteses que: I) Os processos de inovação, nas empresas estudadas, focalizam mais os aparatos visíveis, como a tecnologia, do que aspectos intangíveis como a cultura da inovação; e II) A busca por inovação aparece mais nas políticas internas de aquisição de tecnologia do que nas políticas de gestão de pessoas. O estudo dividiu-se em duas fases: a primeira fase consistiu em levantamento quantitativo acerca de características da cultura da inovação das empresas de base tecnológica de São Carlos que aceitaram participar do estudo. A amostra foi composta por 15 empresas. A segunda fase compreendeu dois estudos sequenciais quanti-qualitativo. A análise qualitativa foi feita em profundidade, conforme as teorias psicossociológica e psicodinâmica. Instrumentos: entrevistas semi-estruturadas, observações de campo, questionários e escalas específicas para avaliação da cultura organizacional e da cultura da inovação. Os resultados apóiam a primeira hipótese e parcialmente, a segunda. Os dados sugerem que a inovação está positivamente relacionada à existência de cultura organizacional específica. Contudo, para que a inovação ocorra, não é necessário que todos os fatores referidos na literatura estejam presentes na organização; porém, a existência de alguns, como tolerância à ambiguidade e ao erro, trabalho desafiante e em equipe, suporte das lideranças, comunicação clara, coesão e reconhecimento de esforços favoreceram a inovação.
This research bases analyzed the relationship between organizational culture and innovation processes in technology-based companies, in São Carlos city. It aimed to identify and understand deeply some organizational culture aspects that make innovation process easier or harder. Considering the characteristics of the issue under analysis, a mixed investigation strategy was chosed (quanti-qualitative outline), having as hypothesis: I) Innovation processes focus more efforts on visible apparatuses, such as technology, than on intangible aspects, as culture of innovation; and II) The search for innovation is more visible on internal technology acquisition politics than on people management politics. The research was divided in two phases: the first one was consisted by a quantitative about characteristics of innovation culture of technology-based companies that agreed in participate from this research. The sample was composed by 15 companies. The second phase included two sequential quanti-qualitative researches. The qualitative analysis was deeply developed, based on psicossociological and psychodinamic theory. Investigation tools: semi-structured interviews, field observations, questionnaires and specific inventaries that evaluated organizational culture and innovation culture. Results support the first hypothesis and partially the second one. Data suggest that innovation is positively related to the existence of specific organizational culture. However, in order to make innovation processes happen, there is no need implementing in the organizational all the aspects found in literature, but the existence of some of these aspects as tolerance for ambiguity and error, supportive leaderships, clear and open communication, cohesion and recognition for efforts make the innovation process construction easier and more able to happen.
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Ocnarescu, Ioana Cristina. "Aesthetic experience & innovation culture : the aesthetic experience in an R&D department through design and for innovation culture." Phd thesis, Ecole nationale supérieure d'arts et métiers - ENSAM, 2013. http://pastel.archives-ouvertes.fr/pastel-01016795.

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This thesis, conducted at Alcatel-Lucent Bell Labs France under the supervision of LCPI Laboratory and Strate Collège, explores the concept of aesthetic experiences in an R&D department.One of the current interests of design research explores the concept of User eXperience (UX) and provides frameworks and methods to observe, describe and generate a rich product experience. Other recent studies focus on the aesthetic experience in organizations. Using an Action-Research approach, we extend the knowledge on aesthetic experiences through a new perspective: rather than looking at the users' experience, we framework the experience of multidisciplinary R&D teams through a qualitative and quantitative study. Our experimentation field consists of multidisciplinary projects from the Applications Research Domain (APPRD) - the multidisciplinary department of Alcatel-Lucent Bell Labs. We study the most memorable projects - those that trigger aesthetic experiences in the work experience of research-engineers. Our goal is to understand what is the link between aesthetic experience feelings, design practices and aspects of the innovation culture. Finally, we propose a descriptive framework of aesthetic experience in this context and we show first implications to trigger this type of experience in a multidisciplinary R&D department.
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Dalton, Thomas H. "Innovative opportunity and school culture : a study of curriculum innovation in two secondary schools." Thesis, University of Leicester, 1985. http://hdl.handle.net/2381/35633.

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The aim of this research is to explore the social mechanisms and processes of curriculum change in two secondary schools, an urban secondary modern and a rural high school. The implementation of the Geography for the Young School Leaver Project provided the initial impetus for the research but as the schools' response to innovation was explored, other Projects and school-based initiatives became an integral part of the study. A first assumption was that the teaching in any curriculum area is partly determined by the system characteristics or cultural norms of the school. The thesis examines the negotiations between the innovators and the various reality definers. Value conflicts which surround the idea of educational change are often treated superficially. This research examines some of the conflicts engendered by innovation at a personal and ideological level. The style of the research was in an anthropological and phenomenological mode. An open-ended illuminative stance allowed issues immediate to the life of the schools to be explored. The researcher adopted an observer role. In one school, the GYSL Project was seen as a pathfinder for curriculum development. For some staff in the other school, the Project was perceived as reactionary, resulting in a process/content debate becoming the central issue. The research indicated that while senior management within a school can encourage curricular initiatives and provide a supportive framework, micro-politics and above all the personal philosophy and values of teachers, are the major determinants of a school's response to change in the curriculum.
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Noyes, Christopher M. (Christopher Michael) Carleton University Dissertation Management Studies. "Creativity, change and culture; an investigation into the relationship between organizational culture and innovation." Ottawa, 1992.

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13

Sweeney, Stacy L. "How innovative strategies can impact fiscal strength| Supporting a culture of innovation in small colleges." Thesis, University of Pennsylvania, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3721074.

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Innovation in postsecondary education has become an important element of the landscape in order for institutions to remain competitive and, for some, as a means to survive (Selingo, 2013, p. 58). Small colleges and universities have experienced a more significant impact than most higher education institutions in attempting to remain competitive and promote innovation as they continue to deal with the aftermath of the 2001 and 2008 recessions and keep pace with the challenges of enrollment and finance. If small colleges are faced with the inability to create new and innovative delivery and business models, there is a danger that many of these small colleges will cease to exist (Crow, 2010; Rivard, 2013).

The primary purpose of this study was to explore how two small colleges adopted innovative strategies that maintained or improved their fiscal strength during a time when most small colleges were experiencing financial decline. How these innovative cultures have been supported at these small colleges, and their relation to the strategies employed, is also explored in this study. The overarching research question for this study was, “To what extent can small colleges develop a culture that supports innovation and positively influences the financial stability of the institutions?

The findings of this study include innovative strategies used at each institution to impact fiscal strength, and elements that have been established to support a culture of innovation in addition to the way in which innovation has improved the student experience. Ultimately, the examples of innovative strategies implemented at these institutions, such as responding to student and market demands, having an innovative mission and vision and ensuring innovative individuals are leading the institution, could turn into sustainable solutions for other small colleges that may be struggling with student enrollment and revenue decline. The elements of innovative cultures that were discovered in this study could be used as a “best practices” list for other small colleges in their quest to develop and sustain an innovative culture.

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Ling, Yang, and Zhou Lingxi. "How to enhance innovation management in manufacturing companies." Thesis, University of Gävle, Department of Industrial Development, IT and Land Management, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-7614.

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  This thesis aims at how to enhance innovation management in the companies. Collecting the data by surveys which we have sent to five Swedish companies. Through studying the theories and analyzing the data, then we got a new model about how to enhance innovation management.    Through the survey and literatures studies, we found that innovation was the most important for an enterprise; it is a power of enterprise survival and development. To enhance the innovation capability, enterprises must strengthen their innovation management.    How to enhance the innovation management effectively? With this purpose question, we have analyzed it through management idea innovation, technology innovation and culture innovation. Through the survey analysis and the theories study, there are 9 factors should be considered when the innovation management has launched .the company should know how to balance the dilemma of innovation, moreover, leader own the open views and offer a loose and free environment to the employees, then choosing a right partner and gain more support in form of fund and technology and so on. At last, we created a new model about enhancing innovation management. In conclusion, innovation management should be taken be an active state in organization operation with the management idea innovation, technology innovation and culture innovation.

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Back, Linn, and Isabelle Landberg. "Culture as a Driver of Innovation Performance : A case study at the ASSA ABLOY Group." Thesis, KTH, Maskinkonstruktion (Inst.), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-157316.

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Innovation has become increasingly important for organizations to sustain their competitive advantage. Among the factors frequently put forward as drivers of innovation are for instance innovation strategies, -processes, -tools, and –methods. Alongside these traditional managerial means, there is also explicit focus on innovation climate and –culture. Organizational culture has been proposed as a key factor in explaining innovation in firms, in particular in the light of high-performing and innovative firms such as Google and Apple. There is growing evidence implying that cultures supporting new-product development processes can foster innovative behaviors (Jassawalla and Sashittal, 2002). This supportive organizational culture can be defined as an innovation culture. Nevertheless, despite its apparent importance there is limited research investigating the relationship between innovation performance and organizational culture (McLean, 2005). This study aims to describe an innovation culture and the potential inter-relations there are between innovation culture and innovation performance. The study based on an extensive literature study within the area of organizational culture from where an analytical framework was developed including the following cultural factors, which are proclaimed to stimulate innovation; challenging work, collaboration, competition, empowerment, encourage change, freedom, innovation support, open communication, organizational encouragement and risk-taking. Moreover, a framework for measuring innovation performance was developed where the innovation performance was divided into four dimensions in the innovation process; Ideation, Ideation Output, Implementation and Output. The study uses both qualitative and quantitative methods for collecting data in terms of 38 interviews and 510 useful survey answers from 13 organizations. Results from the interviews were summarized and analyzed within-case and cross-case, while the survey results were analyzed with a regression analysis for uncovering potential relations between the cultural factors and innovation performance. Main findings from the study are the outcome from the regression analysis confirming five of the ten cultural factors to be significant for innovation performance; competition, encourage change , innovation support, organizational encouragement and risk-taking. Further the study confirms a few specific factors of the innovation culture that have higher impact on the innovation performance in specific dimensions than others. By clarifying inter-relationships between innovation performance in specific dimensions and different aspects of innovation culture, an identification of a deficient innovation performance dimension opens up for changes in the innovation culture, enabling to deploy supportive processes, procedures and roles to reach concrete output. Keywords: organizational culture, innovation culture, innovation performance
Innovation har blivit allt viktigare för att bibehålla företags konkurrenskraft. Bland de faktorer som ofta framförts som drivkraft för innovation återfinns till exempel innovationsstrategier, -processer, -verktyg och -metoder. Vid sidan av dessa traditionella metoder finns det också ett uttalat fokus på innovationsklimat och -kultur. Organisationskultur har fastslagits som en viktig faktor för att förklara innovation i företag, i synnerhet hos högpresterande och innovativa företag som Google och Apple. Det finns allt fler bevis som pekar på att företagskultur som stöder nya produktutvecklingsprocesser kan främja innovativa beteenden (Jassawalla och Sashittal, 2002). Denna stödjande organisationskultur kan definieras som en innovationskultur . Trots sin uppenbara betydelse finns det dock förhållandevis lite forskning som undersöker sambandet mellan innovation och organisationskultur (McLean, 2005). Denna studie syftar till att beskriva en innovationskultur, samt hitta de inbördes relationer finns mellan innovationskultur och innovation. Baserat på en omfattande litteraturstudie inom organisationskultur utvecklades ett analytiskt ramverk. Följande kulturella faktorer som påstås stimulera innovation inkluderades; utmanande arbete, samarbete, tävling, egenmakt, uppmuntran till förändring, frihet, innovationssupport, organisatorisk uppmuntran, öppen kommunikation, och risktagande. Dessutom utvecklades ett ramverk för att mäta innovationsprestanda där den delades upp enligt fyra faser i innovationsprocessen; Ideation, Ideation output, Implementation och Output. Studien är en fallstudie och använder sig av både kvalitativa och kvantitativa metoder för insamling av data i form av 38 intervjuer och 620 enkätsvar från 13 olika företag. Resultaten från intervjuerna sammanfattades och analyserades within-case och cross-case. Resultat från enkäten analyserades med en regressionsanalys för att hitta eventuella relationer mellan de kulturella faktorerna och innovationsprestandan. Betydande resultat från studien är bland annat resultatet från regressionsanalysen som bekräftar fem av de tio kulturella faktorer signifikanta för innovationsarbetet; tävling, uppmuntran till förändring, innovationssupport, organisatorisk uppmuntran och risktagande. Vidare bekräftar studien att vissa faktorer inom innovationskultur har större påverkan på innovationsprestandan i specifika faser än andra. Genom att klargöra sambanden mellan innovationsprestanda i specifika faser och olika aspekter av innovationskulturen, kan en identifiering av en bristfällig innovationsprestanda i en av faserna öppna upp för förändringar i innovationskulturen. Detta möjliggör implementering av stödjande processer, rutiner och roller för att nå konkreta resultat. Nyckelord: företagskultur, innovationskultur, innovationsprestanda
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Sawunda, Hannadige Sanvida Vishani, and Dona Kithmini Chiranthini Weerasinghe. "Factors Influencing Innovation Capacity of Regional Innovation Hubs." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-35135.

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Title: Factors Influencing Innovation Capacity of Regional Innovation Hubs Authors: Sanvida Vishani Sawunda Hannadige & Dona Kithmini Chiranthini Weerasinghe Supervisor: Ehsanul Huda Chowdhury Examiner: Maria Fregidou-Malama Date: 28- Jan- 2021   Aim: This study aims to identify the factors influencing innovation capacity of innovation hubs and explore how innovation hubs influence regional innovation process.    Methodology: This is a qualitative study which follows the inductive approach and the strategy of multiple case study. Primary data were collected through semi-structured interviews with ten respondents in the network of an innovation hub.   Findings: The findings of this study suggest five main factors which positively influence the innovation capacity of an innovation hub. Those are infrastructure, knowledge sharing, culture, marketing strategies and supporting network of the hub. Further through the findings we identified that innovation hub creates a well-balanced socio-economic impact on the region it operates.   Contribution: This study provides a comprehensive knowledge to the existing theories by discovering five theoretical areas which influence innovation capacity. Also it assists the stakeholders of innovation hubs to overcome their deficiencies in order to build a strong innovation capacity. Further, this study encourages innovators, entrepreneurs and investors to work in collaboration with innovation hubs.   Suggestions for Future Research: Qualitative or quantitative methods can be used to explore the outcomes in different perspectives. The newly identified features under marketing strategies can be further studied for their importance in other domains such as ecosystem and stakeholders. The revised framework can be tested in future researches.
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Khetavath, Nitish. "Innovation culture in business to business (B2B) consultancies – key factors." Thesis, Cranfield University, 2017. http://dspace.lib.cranfield.ac.uk/handle/1826/12724.

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Innovation has become a necessity for the survival of organizations. Recent academic and practitioner publications have focused on the importance of the culture of innovation and have identified a number of cultural practices (referred to as ‘factors’ in this thesis) that enable organizations to be innovative. To understand the factors of innovation culture further, a systematic literature review (SLR) was undertaken. The SLR identified 27 factors of innovation culture, but showed that there is conflicting evidence on which of these factors is most important for innovation. Further, the SLR showed there is only sparse evidence on the reasons why the 27 factors are important. From an academic research standpoint, there is thus a lack of clarity around the phenomenon of innovation culture. From a practitioner standpoint, managers do not have clarity on which aspects to focus, when trying to create a culture of innovation. These gaps in the extant literature led to two research questions (RQs): RQ1 – “What are the most important factors of innovation culture as perceived by managers?”; RQ2 – “Why are the factors (from RQ1) of culture considered to be important?” To investigate these questions, the PSF (Professional Services Firm) sector was chosen because: (a) such firms are constantly under pressure to differentiate themselves by offering innovative solutions to clients, (b) PSFs face a unique set of challenges to overcome in order to innovate, and (c) there are practically no studies on innovation culture in the PSF industry, providing an opportunity to make a contribution to knowledge. Three in-depth exploratory case studies were conducted using a complex research design employing multiple data sources (interviews, focus groups, documents, and observations). Although each individual case study identified a set of factors most relevant to its business context, the cross-case analysis identified 12 key factors of innovation culture relevant to all three cases. The findings from both individual cases and the cross-case analysis form the contribution of this thesis. The main contribution of this thesis to theory is that it identified 12 key factors of innovation culture and so clarifies the phenomenon. Compared to the literature, the study added two new key factors and also provided more empirical evidence for others that had previously been considered as less important. The thesis also highlighted that the industry (PSF)/sub-industry (e.g. IT, management, engineering consultancies) and organizational context determine what factors are relevant for innovation culture. From a practitioner standpoint, this thesis examined each of the 12 key factors and generated insights into how they contribute to addressing the challenges that inhibit the PSFs from innovating. These insights will be helpful to managers at a practical level to be able to create a culture of innovation.
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Akter, Ruzlin, and Shashiprabha Rathnayaka. "The Impact of Organizational Culture and Leadership on Organizational Innovation." Thesis, Högskolan i Gävle, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-29257.

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Abstract Title: The Impact of Organizational Culture and Leadership on Organizational Innovation Level: Final assignment for Master Degree in Business Administration Authors: Ruzlin Akter and Shashiprabha Rathnayaka Supervisor: Zahra Ahmadi, PhD Examiner: Maria Fregidou-Malama, PhD Date: 2019 – January Aim: The aim of the study is to explore the impact of organizational culture and leadership in the development of organizational innovation. Method: The study is based on twelve qualitative interviews from six different organizations. The organizations have been selected randomly but with consideration of innovativeness. Two of the organizations have been selected from Sri Lanka and four organizations from Sweden. This study has been conducted by following an inductive qualitative research method using structured and semi-structured interview. Inductive approach has been followed to analyze the data. Result & Conclusion: Organization culture and leadership together have an influence for developing innovation. The findings of the study suggest that process and job oriented culture, and transactional leadership has both positive and negative impact in developing innovation. Our findings suggest that result oriented culture, employee oriented culture, pragmatic culture, open system and transformational leadership are more effective than process oriented, job oriented, normative culture and transactional leadership for developing innovation. Suggestion for Future Research: Though this study has used six organizations, the numbers of participants is low for each organization. This study has not focused on any specific industry and national culture. Therefore the suggestion for further study is to use more participants and to be industry specific. Researcher can also go in depth to identify which factors are particularly the reasons for the failure and success of innovativeness to this particular industry through comparing the national culture. Contribution: This study has made a theoretical contribution by connecting organizational culture and leadership with innovation and provides a new reflection regarding the impact of ii process oriented culture and job oriented culture. This study contributes to the implication to managers where managers can serve best for the culture while knowing about the influential result of the culture and leadership on innovation. With the help of this study, organizations will be able to identify the factors that may help them to be innovative and competitive in market. Ultimately the organization will be able contribute to the national economy of its country. Key words: Organizational Innovation, Leadership, Organizational Culture.
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Sinisterra, Maria Alexandra 1975. "Rethinking emergency habitats for refugees : balancing material innovation and culture." Thesis, Massachusetts Institute of Technology, 2004. http://hdl.handle.net/1721.1/28813.

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Thesis (S.M.)--Massachusetts Institute of Technology, Dept. of Architecture, 2004.
Includes bibliographical references (p. 110-117).
This thesis propose an alternative approach to emergency housing for Colombian refugees, helping development agencies put the displaced community on the road to permanent housing. An environmentally friendly 'smart' material is proposed, based on case studies, material tests, experiments and literature research. This is not just a limited shelter solution, but goes beyond construction to include a balanced combination of building technology, material innovation and culture, that promotes an environment for sustainable development: a habitat.
by Maria Alexandra Sinisterra.
S.M.
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Chien, Michael P. (Michael Pang-Chieh). "Improving the innovation culture within the United States Coast Guard." Thesis, Massachusetts Institute of Technology, 2018. http://hdl.handle.net/1721.1/120919.

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Thesis: S.M. in Engineering and Management, Massachusetts Institute of Technology, System Design and Management Program, 2018.
This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.
"September 2018." Cataloged from student-submitted PDF version of thesis.
Includes bibliographical references (pages 76-78).
It is increasingly difficult to maintain a technological edge within the United States Coast Guard. Technology continues to advance faster than it can be integrated into the organization. Unfortunately, Federal acquisition requirements and budgetary constraints also contribute to the lack of progress in technology adoption. This thesis explores the current state of innovation within the United States Department of Defense and the United States Coast Guard. In seeking to understand how to improve the culture of innovation within an organization, a review of literature was conducted and applicable key concepts presented. Principles of successful innovation were drawn from a sample of innovation centers within the DoD and Department of Homeland Security, and case studies used to scope innovation within the context of the Coast Guard. Finally, the author includes recommendations to increase innovation within the Coast Guard. This analysis provides a starting point to explore and map the ever-expanding innovation centers within the federal government, specifically in the Department of Defense and the Department of Homeland Security.
by Michael P. Chien.
S.M. in Engineering and Management
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Tasheva, Marina, and Patchara Thaisrivichai. "Organizational innovation processes and network relationships development -." Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-877.

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Date: 06/10/2008

Level: Master Thesis in International Business and Entrepreneurship

Title: Organizational innovation processes and network relationship development-“The case study of Athera Biotechnologies and AstraZeneca R&D”

Authors: Marina Tasheva and Patchara Thaisrivichai

Advisor: Bengt Olsson

Research Problem: It has been known that developing a novel drug in pharmaceutical companies is a complex and expensive process. A company within these industries is forced to increase its innovativeness in order to compete with others. In this case study we will examine Athera Biotechnologies AB and AstraZeneca R&D respectively and how both companies promote, develop, sustain and enhance organizational innovation. At the same time we will also examine what is the two companies’ business strategy when it comes to networks relationship development.

Aim of thesis: The main purpose of our thesis is to compare two Swedish pharmaceutical companies and to see what are the differences and similarities in the way they foster organizational innovation processes.

Method: The method used for analyzing the collected data and information in our research is qualitative. We decided to use this method to examine the two companies’ organizational innovation processes and networks development. Further on we have collected both primary and secondary data. Primary data was collected through two semi-structured interviews with open questions. Secondary data was gathered from companies’ official web sites, annual reports and different publications and articles.

Conclusion: Our findings indicate that organizational innovation is crucial for pharmaceutical and biotechnological companies to sustain their competitive advantage in the rapid changing environment within this industry. Further more, entrepreneurial culture, corporate culture and networks and partnerships are the main factors that help AstraZeneca R&D and Athera to develop, maintain and enhance their organizational innovation. This in turn leads to the ability of the firms to successfully propose, adopt, develop and implement any new idea in relation to certain product or process.

Key words: Organizational Innovation, Entrepreneurial Culture, Corporate Culture, Networks and Partnership, Entrepreneurship

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Chowchuvech, Pornpratarn. "The culture difference influence on management when innovation occurs in Ericsson Company : GRADUATION PROEJCT IN INNOVATION MANAGMENT." Thesis, Mälardalens högskola, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-12443.

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Goshen, David. "Improving school culture : an organizational constructional model of leadership." Thesis, Anglia Ruskin University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.324409.

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Chung, Ka Wai. "Leadership, innovation capability, and SME's product innovation performance :the moderating roles of reward philosophy and entrepreneurial culture." HKBU Institutional Repository, 2019. https://repository.hkbu.edu.hk/etd_oa/727.

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Innovation is vital to the survival and prosperity of small and medium-sized enterprises (SMEs). Such firms have the inherent liability of limited resources, which creates a barrier to their pursuit of innovative activities. To compete with larger incumbents and sustain competitive advantages, leaders, the principal decision-makers, play a key role in devising innovation strategies and have overall responsibility for firms' ultimate performance. This study draws on the resource-based view (RBV) and dynamic capabilities perspective (DC) to develop a model linking leadership (resource) to innovation (dynamic capability) and product innovation performance (sustainable competitive advantage). In addition, it suggests that reward philosophy and entrepreneurial culture can enhance or hinder the effect of transformational and transactional leadership on exploratory and exploitative innovation in the context of SMEs. Using a quantitative research method, 151 valid pairs of questionnaires (i.e. 302 respondents) were collected from the top management of small and medium-sized manufacturing firms in China. The empirical findings showed that transformational leadership behaviors could foster both exploratory and exploitative innovations. Transactional leaders, consistent with the literature, could facilitate exploitative activities, but not exploratory innovation. The data analysis also indicated that different types of innovation delivered different benefits to firms. In addition, reward philosophy and entrepreneurial culture had divergent moderating effects on the relationship between leadership style and innovative outcome.
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Ericsson, Camilla, and Tove Dahlby. "Inomorganisatorisk kreativitet och innovation." Thesis, Gotland University, Department of Business Administration, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hgo:diva-122.

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This essay discusses organizational culture and focus on corporate creativity and innovation. The aim is to see which organizational factors that foster creativity and innovation in organizations. The essay will provide answer on how organizational culture can encourage creativity and innovation and how organizations can promote the rise of a creative work environment. The research design of this essay is a qualitative case study with interviews at Gotland Energi AB (GEAB). The interviews provided insight in factors that can foster creativity and innovation in organizations. The five factors recognised are; the organizations desire of creativity represented in the firm, encouragement, independence and freedom, quick testing of new ideas and economic assets. These factors are seen as part of the organizational culture as they contribute shared values and guidelines to the members of the organization. Creativity and innovation are seen as essential in the success of organizations therefore the result of this essay can help firms identify factors that foster creativity.

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Artykbayeva, Madina. "Kazakhstan: a qualitative study on innovation." Master's thesis, Universidade de Aveiro, 2017. http://hdl.handle.net/10773/19096.

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Mestrado em Gestão
O Cazaquistão é um país em mudança, mas que precisa de ainda mais mudança para continuar a crescer e a melhorar o nível de vida dos seus cidadãos. A competitividade das empresas depende da inovação e do empreendedorismo na sociedade. A dependência dos recursos naturais não deve durar sempre, em especial se é para se reter os mais jovens, educados nas melhores universidades mundiais, com investimento do governo, que irão querer pôr as suas ideias e formação em prática, montando empresas e ingressando no mercado de trabalho, que deverá reconhecer e dar oportunidades de desenvolvimento. O “brain drain” foi focado na literatura e é um risco que as sociedades atuais incorrem, inclusive o Cazaquistão e Portugal (onde a dissertação será submetida), caso não se criem condições internas favoráveis. Este estudo de cariz qualitativo contou com a participação de cidadãos do Cazaquistão e de “ex-pats” presentes e com experiência de trabalho no Cazaquistão, tendo assim enriquecido a discussão. Organizado em torno de dois artigos, nesta dissertação propõe-se um modelo e discutem-se formas de tornar o Cazaquistão mais inovador. O crescente interesse no país inclusive pelos media torna este trabalho oportuno, mas que não deixa de ser exploratório, sendo necessário mais trabalho e em maior escala para se poderem tirar mais conclusões acerca do melhor caminho a seguir por esta nação jovem e em crescimento.
Kazakhstan is a changing country, but which needs to change even more to continue growing and to improve further the quality of life of its citizens. The competitiveness of firms depends on innovation and entrepreneurship in society. The dependence on natural resources should not last forever, in particular if the younger generation is to be retained, who have been educated in the best universities worldwide, with government investment, and who will want to put their ideas in practice, setting up firms and becoming a part of the workforce, in which they will expect opportunities for development. The “brain drain” has been focused upon in the literature, and is a risk which involves current societies, including Kazakhstan and Portugal (where the dissertation is being submitted), if they are not able to create favourable domestic conditions. This qualitative study counted on the participation of Kazakhstani citizens as well as of ex-pats with living and work experience in Kazakhstan, who enriched the discussion. Organized around two articles, this dissertation proposed a model and discusses ways to make Kazakhstan more innovative. The growing interest in the country, including by the media, makes this work opportune in what still remains an exploratory effort. More research is necessary and in greater scale so that more conclusions may be arrived at concerning the way forward for this young and growing country.
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Hogg, Kelly M. "Unifying University Culture through a Simplified Functionalism." University of Cincinnati / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1306501575.

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28

sadeghkhani, zohreh. "The impact of national culture on the diffusion process of innovation." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1464.

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The goal of this thesis was to study the impact of national culture on the diffusion process of innovation. The study was conducted on consumers in two countries of Sweden and Iran who have significant cultural differences based on Hofstede’s five cultural dimensions model. A questionnaire designed to evaluate the tendency to adopt new products and to imitate was completed by 200 people in each of two respective countries. These participants were well distributed across different genders and age groups. The responses obtained were analyzed to evaluate the impact of culture on adoption of innovation as well as on imitation. In addition, the role of gender on the adoption of new product as well as on imitation was investigated.

The analysis of the data obtained in this study clearly indicates that national culture plays a significant role on the diffusion process of innovation. These results show that the tendency to adopt new products in the Swedish culture is higher than that in the Iranian culture. In other words one can conclude that the tendency to adopt new products in countries with low power distance, low uncertainty avoidance, individualistic, and short term orientation culture is higher than in countries with high power distance, high uncertainty avoidance, collective, and long term orientation culture.

The results of this research also demonstrate that gender also plays an important role in the adoption of new products. These results indicate that the tendency to adopt new product by males in both Sweden and Iran is higher than the tendency to adopt new products by their female counter parts. In other words in both feminine and masculine cultures males have more tendencies to adopt new products than females.

The analysis of the data obtained in this study indicates that national culture plays a significant role on the degree of imitation. These results show that the tendency to imitate in Iranian culture is higher than in the Swedish culture. In other words the tendency to imitate in countries with high power distance, high uncertainty avoidance, collective, and long term orientation culture is higher than the tendency to imitate in countries with low power distance, low uncertainty avoidance, individualistic, and short term orientation culture.

In addition, the results of this research show that gender also plays an important role in the extent of imitation. These results suggest that the tendency to imitate by females in both Sweden and Iran is higher than the tendency to imitate by their male counter parts. In other words in both feminine and masculine cultures females have more tendencies to imitate than males.

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Pharaon, Abeer Abdul-Karim. "Building an innovation culture : a case of pharmaceutical industry in Jordan." Thesis, Loughborough University, 2010. https://dspace.lboro.ac.uk/2134/7100.

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The purpose of this research is to support organizations to sustain competitiveness by building an innovation culture and supportive climate which empower employees to provide new valuable creative ideas and achieve better performance. Studies into innovation are generally devoted to studying process innovation and/or new product introduction neglecting organizational culture as a major determinant of continuous innovation. The Innovation Culture Enhancing Model (The ICE Model) and guidelines developed in this research were based upon extensive literature survey and practical feedback. The ICE model was tested over a two-year period in a large pharmaceutical company in Jordan using an action research methodology in an in depth case study obtaining major improvements to the innovative capacity of the company involved. The intervention designed for the company was based upon the ICE model components and thorough culture and climate assessments and interviews with over 638 individuals representing all levels of the company's hierarchy. In the foundation stage, the intervention involved; a flexible structure and strategy devoted to innovation supported by full management commitment. In the culture change stage, the ICE Model Dimensions: (1) Leaders as change agents dimension, (2) Shared work values dimension and (3) Motivation dimension were used to create an innovation culture. Interventions were also introduced to Keys to creativity items: (1) organizational encouragement, (2) supervisory encouragement, (3) work group support, (4) freedom, (5) sufficient resources, (6) and challenging work. The significant change to the culture and climate inside the company assessed using established climate to creativity assessment instruments was associated with improved performance measured using Key Performance Indicators (KPIs), successful achievement in international audit and empowered motivated individuals. Based upon an extensive literature survey and the action research experience, the ICE Model was refined to include two main contexts: (1) an understanding of the national culture (social structure, religion, language, education, political and economic environments), and (2) organizational environment (technological development, economic environment, socio-cultural changes, political and legal environment). This research provided background information about the national culture in the Middle East and its implications on Organizational Development (OD) interventions and MNCs investments. The research also introduced a new approach for OD interventions; named the Change by Values approach in which spiritual values are utilized as motivators to enhance successful application of culture change interventions. The outcomes of this research are particularly valuable to companies involved in mergers/acquisitions or joint ventures, which are likely to face cultural integration difficulties that might place the new endeavour at risk due to cultural differences. The developed ICE model and guidelines are major contributions to the innovation culture literature presenting innovation as a core value and creating innovation as a continuous competitive edge in a changing businesses environment.
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James, Alan. "Regional culture, corporate strategy and high tech innovation : Salt Lake City." Thesis, University of Cambridge, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.411207.

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31

Viljama, Jesse, and Eetu Sepponen. "How innovation culture affects the performance of Internal Corporate Venturing (ICV)?" Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-39883.

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32

Colom-Montero, Guillem. "Quim Monzó and contemporary Catalan culture : innovation, politics and public image." Thesis, Bangor University, 2016. https://research.bangor.ac.uk/portal/en/theses/quim-monzo-and-contemporary-catalan-culture--innovation-politics-and-public-image(bb1394f7-4750-447c-b383-37997b8535f0).html.

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This thesis analyses the work of Catalan author Quim Monzó in relation to the transformations that Catalan culture has undergone from the early 1970s until the present day. Despite the undeniable complexity and diversity of Monzó’s oeuvre, critical studies have tended to follow set patterns, often focusing on his literary production and discussing postmodernist aesthetics in his fiction, while tending to avoid engaging with the political ideologies underpinning it. This thesis, by contrast, explores the multifaceted nature of Monzó’s trajectory by focusing on a wide range of materials (his fictional texts and regular opinion pieces in the Catalan press, his political cartoons, his translations and his participation in mass media and social networks) through a methodology that combines cultural analysis as well as sociocultural and political commentary with the critical tools provided by Bourdieu’s sociological theories of culture, gender studies and postmodernist cultural theory. With the overarching aim of driving forward a new understanding of Quim Monzó’s trajectory and of the contemporary Catalan cultural field, this thesis concentrates on two interrelated strands of analysis. Firstly, it argues that Monzó’s literary and intellectual programme both accelerated and critically responded to the decline of the resistentialist cultural model and the advent of the discourses of Catalan cultural normalisation under postmodernism and its associated framework of cultural marketisation. Specifically, the thesis analyses Monzó’s public trajectory from countercultural artist in the 1970s to celebrity author and intellectual in the present day as a phenomenon that has brought to the fore some of the contradictions in the discourse of Catalan cultural normalisation vis-à-vis postmodernist attitudes towards the symbolic roles of culture and the public intellectual. Secondly, the thesis addresses the unremitting presence of a series of political themes and debates in Monzó’s work, with a view to examining how the author’s work interacts with some of the socio-cultural and political transformations of his time, in particular the ongoing Catalan-Spanish national debate and its centrality during the Spanish Transition to democracy, the emergence of libertarian and neoconservative ideologies in Spain and the growing influence of feminist thought. All in all, the thesis contributes both to Monzonian scholarship and the study of the contemporary Catalan cultural field by arguing that there is a singular, intricate and productive relation between the author’s work and its cultural and political context.
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Banai, Eyal. "Strategies to Cultivate Sustainable Open Innovation Culture in High-Tech Organizations." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5304.

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Business leaders must adopt new business practices to sustain their organizations and meet the paradigm of global competition. In the 21st century, innovation and market readiness have become the primary criteria for sustainability of an organization. Some organizational leaders should adopt open innovation strategy to stay competitive and foster a positive impact on their organizations' performance while practicing a systematic inclusion of knowledge from sources outside of the organization. The purpose of this multiple case study was to explore effective strategies business leaders use to cultivate a sustainable open innovation culture. The population consisted of leaders from 200 high technology organizations in the Washington, D.C. area. Purposeful sampling was used to select 4 organizations whose leaders demonstrated successful cultivation of open innovation culture. Schein's culture theory was the conceptual framework for this study. Data were collected through semistructured interviews and review of the organizations' annual reports, publications, websites, and brochures. Data analysis was based on Vaismoradi, Turunen, and Bondas's systematic content and thematic analysis approach, proceding from study data to codes to themes. The outcome led to 4 primary themes: organizational strategic alignment, collaboration as a force multiplier for innovation, organizational culture change, and expert understanding of the customers' needs. Implications for positive social change include fostering innovative organizations whose members bring to the market cost-effective solutions and bridge between market needs and technological solutions. Members of innovative organizations impact underserved communities in terms of material wealth, social welfare, and employment opportunities.
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Tuna, Neshe. "Culture Matters : Analysis of Culture in Sweden and Finland and Its Influence on Innovation and Job Performance." Thesis, Karlstads universitet, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-67890.

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The present paper aimed to study the culture in Sweden and Finland, by analyzing two research centers of one multinational organization in each location. Hofstede’s cultural framework was used as a benchmark for the research. Further, the study investigated the significant impact that culture has on innovation and job performance. To achieve the purpose, quantitative approach was adopted and a self-competition questionnaire was distributed to the employees of both research centers. Two hypotheses were tested concerning with the relationship between any of Hofstede’s cultural dimensions and innovation, respectively job performance. After a regression analysis was conducted, two models were created which described the impact of the cultural constructs. All of Hofstede’s initial four dimensions indicated a relationship with innovation, while only individualism and uncertainty avoidance showed to be significant in predicting job performance. An unexpected result was discovered in the individualism index, which has drastically shifted, putting Finland in the collectivist societies, with Sweden following the same trend. The study’s results should be able to contribute to the better understanding of culture’s influence on innovation and job performance in multinational organizations and help practitioners by demonstrating the importance of considering culture’s effect.
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Maric, Josip. "Sustainability and responsibility in the digitalization era : a study of consumer-level 3D printing technology." Thesis, Montpellier, 2018. http://www.theses.fr/2018MONTD015.

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Dans cette thèse, nous étudions les concepts de durabilité et de responsabilité à l’ère de la numérisation, époque marquée par l’émergence de nouvelles technologies numériques de rupture. Nous cherchons à identifier dans quelle mesure les technologies numériques peuvent contribuer aux objectifs de durabilité et de responsabilité et comment une technologie numérique spécifique peut faciliter l’atteinte de ces objectifs.Ces critères nous ont conduits au choix de la fabrication additive, plus communément connue sous le nom de « technologie d'impression 3D » (3DP). Observée à travers du prisme conceptuel de l'innovation responsable, notre étude dévoile au travers de ses principaux résultats certains des mystères que revêtent les 3DP auprès du grand public. En combinant le concept d'innovation responsable avec une technologie numérique spécifique, nous avons adopté une approche de recherche utilisant la théorie enracinée pour suivre les processus d'adoption/diffusion actuels à partir du terrain, et identifier les utilisateurs précurseurs et influents du domaine des 3DP. Ainsi, les principaux résultats peuvent être divisés en deux thèmes, dans un premier temps pour expliquer les caractéristiques des systèmes sociotechniques dans lequel la 3DP est située et, dans un deuxième temps, discuter des avantages et des défis sociaux, économiques et environnementaux de 3DP pour le grand public. Dans la seconde partie, la première section, consacrée aux caractéristiques du système sociotechnique, se concentre sur le processus d'adoption actuel, l'identification des utilisateurs influents prenant forme dans la culture ‘Maker’ et dans les espaces de coworking. Cette section présente également les caractéristiques actuelles de ces primo utilisateurs et les particularités de 3DP pour le grand public, telles que le déséquilibre hommes-femmes pour les utilisateurs actuels, et la manière dont contribueront la 3DP au développement de nouveaux produits. La seconde section de nos principaux résultats offre une analyse détaillée des avantages et des défis sociaux, économiques et environnementaux spécifiques de 3DP au niveau consommateur.Ces résultats indiquent qu'il existe une attente sociétale croissante auprès des 3DP pour adoucir les systèmes de production actuels et aboutir à des logiques de production plus durables. Par conséquent, les opportunités économiques offrent la possibilité de développer de nouveaux services et produits dans le marché des 3DP, caractérisé par une forte expansion et de faibles barrières à l'entrée, qui séduisent une grande variété de petites et moyennes entreprises (PME). Enfin, la nature environnementale des 3DP au niveau consommateur, même si elle offre des possibilités prometteuses pour préserver les ressources, optimiser la production, maîtriser l’obsolescence planifiée et recycler et réutiliser les matériaux, fait toujours face à un certain nombre de problèmes, qui limitent les apports environnementaux dans le cas d’une adoption de masse. Les contributions théoriques correspondent principalement aux spécificités du processus d'adoption des 3DP au niveau consommateur, à l’identification des caractéristiques des primo utilisateurs et des utilisateurs influents, mais aussi aux implications en termes de développement durable, sujets rarement traités dans la littérature en gestion. Nos principales conclusions apportent également des informations détaillées aux praticiens qui peuvent mener leurs activités entrepreneuriales, en mobilisant ces technologies pour améliorer les modèles d’affaires existants ou en développant des produits et services entièrement nouveaux. Les législateurs peuvent tirer parti des informations sur les pratiques 3DP actuelles et élaborer des politiques pour soutenir la recherche et l'innovation dans le domaine des 3DP ou pour identifier les menaces potentielles pour le public, telles que les risques liés à la propriété intellectuelle ou les problématiques de standard
This study investigates the concepts of sustainability and responsibility in innovation through the processes of digitalization, marked by the emergence of new disruptive digital technologies. We observe the link between the digitalization and sustainability to understand how a specific digital technology can lead to sustainable and responsible outcomes. These criteria led us to additive manufacturing, or more commonly known, 3D Printing (3DP) technology.We adopted a responsible innovation concept as a set of principles to guide our study on 3DP. Moreover, this study design enabled us to align responsible innovation with existing research methods such as grounded theory. Through a bottom-up research approach, we observed trajectories of the current 3DP adoption/diffusion process and identified early users within their sociotechnical environment where 3DP is currently available. This constituted a solid ground to discuss 3DP sustainable and responsible nature and related implications. Responsible innovation concept, 3DP technology and our research methods are described in the Part I of this document.Part II elaborates main findings that can be divided into two sections. In the first section, we present characteristics of the sociotechnical system, current adoption process, 3DP innovation characteristics, and identify lead users. Current lead users of consumer-level 3DP are seen in the form of Maker culture and the coworking spaces. We present the insights on this specific interaction between the 3DP and Maker culture, whilst also discussing characteristic gender imbalance and new product development.The second section offers detailed analysis of consumer-level 3DP social, economic and environmental implications. Social implications indicate that there is an increasing societal expectation where 3DP is expected to lead a transformation towards more sustainable means of production. Economic implications are concentrated on the business opportunities relying on the growing 3DP market. As an evolving and niche market, current expansion and low-entry barriers are attracting interest of Small and Medium Entrepreneurs (SMEs) who develop new 3DP services and products. Lastly, even though with a promising potential to preserve raw resources, optimize production, tackle planned obsolescence, ensure recycling and reuse of materials, consumer-level 3DP still faces several environmental challenges. Possible rebound effect in energy and resources could lead to consequences that undermine its additive nature, where ecology is not a central topic for 3DP further development.Theoretical contributions of our study can be summarized in the specificities of consumer-level 3DP adoption process, characteristics of the early adopters and sustainability implications. These topics are scarcely covered in management research. Moreover, our key findings also provide detailed managerial contributions for the practitioners and the policy-makers. These can contribute to entrepreneurial activities that demand 3DP alignment with existing business models or development of new products and services based on this technology. Policy-makers can obtain insights on the current 3DP practices that can help guide policies to support research and innovation linked to 3DP technology. Our study insights can assist their understanding of possible threats hidden in Intellectual Property (IP), security and standardization issues related to 3DP technology.Finally, our main intention was to contribute to the ongoing scholar debate about the 3DP technology, digitalization and sustainability. For these purposes, we have developed a detailed thesis monograph offering a broad range of findings, whilst two fully published peer-reviewed publications, alongside several conference papers, ensure public visibility of our work. The published peer-reviewed articles are available in the Appendices section of this document
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Sabaini, Wellinton Tesch. "Cultura de inovação em pequenas e médias empresas industriais inovadoras." Universidade Presbiteriana Mackenzie, 2013. http://tede.mackenzie.br/jspui/handle/tede/817.

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In the last decade, innovation has been regarded as one of the main strategies of enterprises to obtain competitive advantage, becoming a strategic issue in management. Thus, the term culture of innovation has long been employed in academic and business circles, especially in the sense of being a means propitiate of innovation development. However, a literature search showed that culture of innovation is a complex and recent topic that needs more research, and also identified that there is no specific studies on Brazilian companies small and medium sized businesses. Thus, this research aims to identify the cultural manifestations of industrial innovative small and medium size, it is possible to infer a culture of innovation, which provides product innovation in such firms. We conducted a survey of organizational culture by identifying cultural events proposed by Martin (2002): "cultural forms", "formal practices", "informal practices" and "content themes". These manifestations inferred from innovation culture. Therefore, we carried out a qualitative research, and study method multicase applied in three considered innovative companies that develop and manufacture innovative products, winners of FINEP Innovation Award. We used multiple sources of inferences for data collection: semi-structured interviews, non-participant observation and document analysis. 25 interviews were conducted. The analysis was performed according to the categorization process proposed by Flores (1994), opting for a open categorization, so that the analyzed data revealed manifestations more freely as possible. The results showed that the elements of common culture of innovation and the three companies surveyed that are providing innovation were, especially a "formal and informal learning", formal practices of human resources training and education and "selection and hiring , followed by "employee participation" and "market orientation". Although it is common for the three companies, the survey identified that each company has come a different way to build such elements, i.e. each company has its "ingredient" specific to innovate. Furthermore, research has shown that the performance of the founding leaders was one of the factors that contributed to the development of a culture of innovation.
Na última década, a inovação tem sido considerada como uma das principais estratégias das empresas para a obtenção de vantagem competitiva, se tornando um tema estratégico em administração. Diante disso, o termo cultura de inovação tem sido muito empregado nos meios empresariais e acadêmicos, principalmente no sentido de ser um dos meios propiciadores de desenvolvimento de inovações. No entanto, a pesquisa na literatura mostrou que cultura de inovação é um tema complexo, recente e que carece de mais investigação, bem como permitiu identificar que não há estudos específicos em empresas brasileiras de pequeno e médio porte. Assim, esta pesquisa tem por objetivo identificar as manifestações culturais das empresas industriais inovadoras de pequeno e médio porte, em que é possível inferir uma cultura de inovação, que propicia inovação de produto em tais empresas. Realizou-se a pesquisa de cultura organizacional por meio da identificação das manifestações culturais propostas por Martin (2002): formas culturais , práticas formais , práticas informais e temas de conteúdo . Dessas manifestações inferiu-se a cultura de inovação. Para tanto, realizou-se uma pesquisa qualitativa, tendo como método o estudo de multicasos, aplicado em três empresas consideradas inovadoras, que desenvolvem e fabricam produtos inovadores, ganhadoras do Prêmio FINEP de Inovação. Foram utilizadas múltiplas fontes de inferências para obtenção dos dados: entrevista semi-estruturada, observação não participante e análise de documentos. Foram realizadas 25 entrevistas. A análise dos resultados foi feita de acordo com o processo de categorização proposto por Flores (1994), optando-se por uma categorização aberta, de forma que os dados analisados revelassem as manifestações do modo mais livre possível. Os resultados da pesquisa mostraram que os elementos de cultura de inovação comuns as três empresas pesquisadas e que estão propiciando inovação foram, especialmente, a aprendizagem formal e informal , as práticas formais de recursos humanos de formação e capacitação e de seleção e contratação , seguida da participação dos empregados e da orientação para o mercado . Apesar de serem comuns as três empresas, a pesquisa identificou que cada empresa trilhou um caminho diferente para construir tais elementos, ou seja, cada empresa possui o seu ingrediente específico para inovar. Além disso, a pesquisa mostrou que a atuação dos líderes fundadores foi um dos fatores que mais contribuíram para o desenvolvimento de uma cultura de inovação.
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37

Jallouli, Chaâbouni Rim. "Innovation et orientation marché : cas des produits d'art." Corte, 2006. http://www.theses.fr/2006CORT2038.

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L’innovation est un processus complexe qui dépend des contextes internes et externes de l’entreprise. Son impact sur la performance organisationnelle n’est pas toujours positif. L’orientation du marché est un facteur de succès du processus de l’innovation. Mais est ce pour toutes les organisations ? Le secteur de l’art, qui est supposé le cas le moins évident pour ce rôle, est étudié dans le cadre de cette recherche. La participation dans un atelier de peinture artistique suivie d’une enquête montre que l’orientation marché joue un rôle modérateur important sur l’impact de l’innovation au niveau de la production artistique sur la performance. D’où l’importance pour toute organisation d’adopter une culture orientée marché appropriée pour maximiser les chances de réalisation de ses objectifs
Innovation is a complex process which depends on internal and external organisation contexts. Its impact on performance is not systematically positive. Market orientation is a factor of success of inovation process. But, is this true for all organisations ? Art , which is supposed the context the less coherent with this assumption , is studied in the present research. Participation to artistic painting workshop coupled with a survey, demonstrates that market orientation moderates considerably the effect of art product innovation on performance. Then, it is important for every organisation to adopt an appropriate market orientation culture for maximising chances to attend their goals
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Eriksson, Hanna, and Elin Svensson. "Enablers for Improving the Innovative Culture where Ideas Emerges from all Coworkers : A case study at Saab Naval Operations." Thesis, KTH, Maskinkonstruktion (Inst.), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-180948.

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Innovation is a necessity for organizations long term survival in today's rapidly changing society. Many organizations struggle with their innovation management and a prerequisite to succeed with innovation is considered to be, creating and maintaining an innovation. Large established organizations are by many seen as one of the greatest sources of innovation. They have several advantages when it comes to innovation; like a large set of resources and an extensive network. On the other hand many large organizations face difficulties with flexibility and bureaucracy and are being outperformed by small startup organizations. The purpose of the thesis was to investigate a large established Swedish high-technology organization’s innovation culture and give suggestions for how it could be improved in order to support the capability of generating ideas. The investigation was performed at Saab Naval Operations. To find improvements, the current culture and the desired culture that supports innovation were identified. Finally necessary changes were identified to be able to achieve the desired culture. Semi structured interviews were held to understand the prevailing problems today and the desired future state. Additionally a climate questionnaire was sent out to all coworkers at Naval Operations to reveal the current state from coworker’s perspectives. The analysis of the qualitative and quantitative results together provided an overall understanding of the existing culture. Workshops were held to determine the changes needed to reach the desired culture. Finally an action-plan with four improvement areas was identified. The empirical, qualitative and quantitative studies were distributed into the improvement areas. The factors identified are considered as a good starting to positively contribute to an innovative culture though the list is not considered as complete. The improvement areas were; Leadership for innovation, Idea Management, Understanding and Knowledge Transfer. These improvement areas were considered to be of great importance in order to positively contribute to the innovative culture where a variety of ideas emerges from everyone at Saab Naval Operations.
För organisationers långsiktiga överlevnad i dagens snabbt föränderliga samhälle är innovation en nödvändighet. Trots detta har många organisationer svårigheter med att hantera sitt innovationsarbete. En förutsättning för att lyckas med innovation anses vara att skapa och upprätthålla en innovationskultur. Många anser att stora etablerade organisationer är en av de största källorna till innovation. De har många fördelar, så som en stor andel resurser och ett omfattande nätverk. Å andra sidan får många stora organisationer svårigheter med flexibilitet och byråkrati och blir därför överträffade av små start-up organisationer. Syftet med denna uppsats var att undersöka ett stort etablerat svenskt högteknologiskt företags innovationskultur och föreslå förbättringsåtgärder för att främja förmågan att generera idéer. Undersökningen genomfördes på Saab Naval Operations i Järfälla. För att finna förbättrings-åtgärder utreddes först hur den existerande kulturen som stödjer innovation såg ut, därefter identifierades den önskade kulturen. Slutligen identifierades de förändringar som kunna möjliggöra den önskade kulturen. Semistrukturerade intervjuer genomfördes för att förstå problemen och det önskade framtida tillståndet. En klimatenkät skickades ut till medarbetarena på Saab Naval Operations för att identifiera deras uppfattning av klimatet. De kvalitativa och kvantitativa resultaten gav tillsammans en övergripande förståelse av den befintliga kulturen. Workshops hölls för att finna förslag till åtgärder som skulle hjälpa att nå den önskade kulturen. Slutligen togs en handlingsplan med fyra förbättringsområden fram.Resultatet utmynnade i fyra förbättringsområdena. De identifierade faktorerna anses vara en bra utgångspunkt för att förbättra innovationskulturen. Förbättringsområdena som identifierades är: Ledarskap för innovation, Idéhantering, Domänkunskap och Kunskapsöverföring. Dessa anses vara av stor betydelse för att positivt bidra till en innovationskultur där en mångfald av idéer uppstår, från alla på Saab Naval Operations.
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39

Näslund, Jennie. "A case study of how innovative companies manage and balance continuous innovation and continuous improvement in Sweden." Thesis, Mittuniversitetet, Avdelningen för kvalitetsteknik, maskinteknik och matematik, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-29051.

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Background and problem Previously, management has focused on cost, lead time reduction and quality improvement for competiveness in the market. However, most researchers agree that in today´s highly competitive business environment quality is a necessity but not sufficient. For companies to survive it is also imperative to also continuously innovate. These two activities are both important. Achieving a balance between the two, the objectives of improved quality and increased innovation, is not a straightforward exercise. Purpose The purpose of this study is to examine how innovative companies manage continuous innovation and continuous improvement. Furthermore, it aims to extend the understanding of the relationship between continuous innovation and continuous improvement in innovative companies - the balance between these two activities. Method The primary research in this study has been collated through semi-structured interviews with leaders involved in innovation. The primary research is analysed and a comparison is made between primary research and secondary research. Similarities and differences are outlined in terms of the relationship. Results and conclusion The findings suggest that the innovative companies are fully aware of the importance of continuous innovation and continuous improvement. Moreover, there is a constant balancing act going on between these two activities in the companies. These activities are organised in different ways in the innovative companies. Continuous improvement is often prioritized due to for instance urgency and cost reduction. The companies support these activities through for instance recognition, rewards, KPIs, long term view, purpose and sustainability
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Kociánová, Petra. "Innovation culture in small and medium-sized enterprises: the importance of soft factors in early stages of the innovation process." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-76283.

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The study at hand investigates innovation systems at small and medium enterprises (SMEs) focusing on innovation culture, organization and company goals at the early stages of innovation process. Past research studies suggest the early stages of innovation process are critical for the overall innovation ability, however, there is a lack of literature on the specifics of innovation systems at SMEs. Case studies of 3 companies provide an overview of characteristics of innovation systems at a typical SME as well as a solid basis for drawing business implications relevant for establishing or improving its innovation system. Furthermore, the findings reveal that people management at the early stages of innovation process is missing, and that a foreign subsidiary of an international SME is relevant for an effective corporate innovation process. Implications for further research on the topic are also discussed.
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Kozesinski, Ricardo. "Uma proposta de tipologia para os novos empreendedores brasileiros sob a perspectiva da inovação." Universidade de São Paulo, 2017. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-13122017-152138/.

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Pesquisas que procuram identificar o empreendedor e seu papel na economia fundamentam-se historicamente em Schumpeter. Empreendedor é aquele que inova, diz o autor, contrariando o senso comum de que bastaria ter um negócio próprio para ganhar essa designação. Diversos estudos indicam que o Brasil é um país com muitos empreendedores, já outros revelam que existem pouca inovação no país, o que de certa forma é uma contradição com a ideia do empreendedor schumpeteriano. No entanto, a intensa criação de novas startups no Brasil podem ser evidência da existência de um tipo de empreendedor mais alinhado à Schumpeter, já que essas são empresas recém-criadas e que se baseiam no desenvolvimento de tecnologias inovadoras com potencial de rápido crescimento e geração de valor. Empresas inovadoras são importantes para o país por serem capazes de influir positivamente no seu desenvolvimento econômico, melhorando as condições de vida de sua população. Empresas inovadoras são criadas por pessoas inovadoras e o objetivo dessa pesquisa foi identificar quais são os tipos de empreendedores que criam startups. Um estudo exploratório foi realizado e contemplou 11 entrevistas abertas com empreendedores de startups que foram analisadas e seus resultados categorizados. A dimensão da inovação é fundamental para distinguir o empreendedor e foi a base para a elaboração da tipologia que identificou 7 tipos diferentes de empreendedores: racionalista, explorador, adaptador, transformador, pré-inovador, utopista e minimalista. Os resultados obtidos indicam que há pouca inovação entre os empreendedores de startups pesquisados. No entanto, foram identificados casos em que os empreendedores desenvolveram tecnologias novas que, mesmo não sendo inéditas, entregam resultados superiores aos seus clientes. A influência da cultura sobre a inovação também foi foco de investigação. A dificuldade dos empreendedores em cooperar, especialmente por eleger elementos emocionais em detrimentos de escolhas utilitárias, sua falta de confiança em instituições e em pessoas, suas preferências por atividades hedonistas, a pouca diversidade e uma relativa baixa capacidade de adaptação frente a adversidades são elementos que contribuem para a dificuldade em inovar as startups.
Academic research looking to identify the entrepreneur and his role in the economy is historically based on Schumpeter. Entrepreneur is the one who innovates, says the author, contradicting the common sense that having a business of its own is enough to gain this designation. Several studies indicate that Brazil is a country with many entrepreneurs, while others show that there is little innovation in the country, which in a sense is a contradiction with the Schumpeterian entrepreneur idea. However, the intense creation of new startups in Brazil in the last few years may be evidence of an entrepreneurial type more aligned with Schumpeter, since these are newly created companies that are based on the development of innovative technologies with the potential for fast growth and value creation. Innovative companies are considered important to the country since they positively influence their economic development and consequently improve live conditions of their population. This innovative companies are created by innovative people and the purpose of this research was to identify the types of entrepreneurs who create startups. A exploratory study was conducted and included 11 open interviews with entrepreneurs of startups that were analyzed and their results categorized. The innovation dimension, fundamental for distinguishing the Schumpeterian and neo-Schumpeterian entrepreneur, was the basis for the typology that identified 7 different types of entrepreneurs: rationalist, explorer, adapter, transformer, pre-innovator, utopian and minimalist. The results indicate that there is little innovation among the entrepreneurs of startups surveyed. However, in some cases the entrepreneurs have developed new technologies and despite not being entirely new, they allow the entrepreneur to deliver superior results to their clients. The influence of culture on innovation was also the focus of this research. The entrepreneurs\' difficulty in cooperating, especially by electing emotional elements in opposition to utilitarian choices, their lack of trust in institutions and people, their hedonistic preferences, the lack of diversity, and a relatively low ability to adapt facing adversity are elements that contribute to the obstacle of innovating in startups.
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42

Nam, Dae-il. "Three essays on innovation and entrepreneurship : culture, internationalization and initial public offerings." Pullman, Wash. : Washington State University, 2009. http://www.dissertations.wsu.edu/Dissertations/Spring2009/d_nam_041309.pdf.

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43

McLaughlin, Patrick. "Exploring aspects of organizational culture that facilitate radical product innovation in a small mature company." Thesis, Cranfield University, 2006. http://hdl.handle.net/1826/1119.

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Much recent discussion has highlighted the challenges posed by what have variously been called “disruptive”, “discontinuous”, “breakthrough” and “radical” innovations. Although the labelling may vary, the underlying themes appear to be consistent. In particular it is clear that under conditions in which the dominant “rules of the game” change as a result of emergent or shifting markets, major movements at the technological frontier, dislocations in the regulatory environment etc, even organizations with well-developed innovation capabilities get into difficulties. This is less a matter of particular technological, market or political stimuli than of the limitations of the repertoire of organizational responses available to the firm. This resurfaces a long-running concern with managing innovation in two different modes, namely “exploitation” and “exploration”. This thesis reports the results of exploratory research into specific aspects of the organizational culture within the Research and Development (R&D) setting of a small mature UK based company, Cerulean. In doing so it also identifies and discusses key management interventions for developing an innovation culture that facilitates radical product innovation. Cerulean designs and manufactures quality control instrumentation and has in the past been very successful with radically new products. In recent years this propensity for “radicalness” has declined and the company now wishes to regain this capability. A grounded research methodology and a participative action research approach was utilised to surface issues that clearly illustrated both the presence and intensity of aspects of organisation culture that enabled and inhibited radical product innovation. Participative analysis of the data identified nine emerging themes and key constructs of an innovation culture that was found to influence “radicalness” in new product development ventures. The interrelationships between the themes were discussed in the context of current theoretical perspectives in the field of innovation management. This led to the development of a conceptual model that incorporates two “ideal” archetypal forms of innovation culture. A composite instrument was developed based on existing evaluation tools and used to assess the innovation culture. First use of the instrument indicated areas of opportunity in developing a radical innovation culture. Further participative analysis of the emergent themes and the assessment and evaluations of the extant innovation culture, resulted in a series of management interventions to stimulate the development of a culture to facilitate radical product innovation. The design of the interventions was also informed by the literature and other organizations, part of a national Discontinuous Innovation Forum (DIF) undergoing similar ambitions. The proposed interventions comprise a series of linked management actions in the form of a plan to shift the innovation culture of the company closer to a desired radical innovation culture.
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44

Widoff, Malin, and Kristin Axelsson. "Innovation genom Improvisation : Improvisation som ett verktyg för att skapa en organisationskultur som främjar innovation." Thesis, Mälardalens högskola, Akademin för innovation, design och teknik, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-14284.

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För att en organisation ska kunna överleva i en tid som präglas av förändring och hård konkurrens, krävs en organisationskultur som främjar innovation. Många av de komponenter som litteratur inom innovationsområdet beskrivs som essentiella för just en sådan här kultur, återfinns också i improvisationsteater. Den här studien binder samman dessa två områden, både ur ett teoretiskt perspektiv och genom en praktisk, undersökande studie. Studiens hypotes var: ”Improvisationsteaterworkshops kan, av ett arbetslag, upplevas som ett fungerande verktyg till att på längre sikt kunna skapa en organisationskultur som främjar innovation.” För att kunna verifiera eller falsifiera hypotesen, genomfördes tre improvisationsteaterworkshops på ett företag där åtta deltagare på ett lekfullt och prestigelöst sätt fick ta del av hur improvisationsteater kan relateras till arbetslivet på olika sätt. Datainsamlingen skedde med hjälp av reflekterande dagböcker och intervjuer. Samtliga åtta deltagare ansåg att det de upplevt på längre sikt skulle kunna bidra till att skapa en organisationskultur som främjar innovation, och studiens hypotes kunde därigenom verifieras.
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45

Yoshihara, Toshi. "Chinese strategic culture and military innovation : from the nuclear to the information age /." Thesis, Connect to Dissertations & Theses @ Tufts University, 2004.

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Thesis (Ph.D.)--Tufts University, 2004.
Chair: Richard H. Shultz. Submitted to the Fletcher School of Law and Diplomacy. Includes bibliographical references (leaves 434-457). Access restricted to members of the Tufts University community. Also available via the World Wide Web;
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46

Ying, Yin, and 殷瑛. "Organizational Culture and Innovation." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/29198377582816500309.

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碩士
輔仁大學
國際創業與經營管理學程碩士在職專班
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Taking the research service of the organizational culture and organizational innovation mainly. To discuss the organizational learning, service innovation, product innovation, more innovative, highly innovative relationship between the processes and value. The results of this study found that: learning services, service innovation, product innovation and process innovation organization has a significant impact. Organizational learning, service innovation, and job opportunities in different sectors of product innovation and process innovation among service sector is significantly different than the non-cognitive CEO. Organizational learning can help companies quickly adapt to changes in the internal and external environment, the organization's core management capabilities, the nature of any organization is the main production activities, and maintain their competitive advantage.
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47

Callebaut, Sébastien Amaury N. "Culture of innovation at Banco Montepio." Master's thesis, 2019. http://hdl.handle.net/10400.14/29221.

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One of the greatest development of the recent years has been the advent of technological solutions aiming to transform the way individuals transfer money, use banking services and even buy stocks. However, this has shaken up the financial world and requires banks and financial intermediaries to design and offer new solutions to their clients. This dissertation aims to understand the elements that make a firm innovative and what prevents it from being innovative. This thesis further aims to determine the 5 most innovative firms and assess the gaps between Banco Montepio’s innovation processes and the innovation process of leading innovators. In order to do so, we conducted a review of articles and books focused on innovation. We then built a ranking by relying on rankings from BCG, PwC, Fast Company and Forbes. This ranking aimed to give a top spot to firms that were present in most rankings while being present for a large number of years. Finally, we conducted a survey at Banco Montepio that aimed to identify the gaps between their organizational culture and the culture of innovative leaders. Our results showed that innovative leaders tend to work in a focused way, relied heavily on experimentation and collaboration while holding their employees accountable for their actions. The 5 most innovative firms we found were Apple, Google, Amazon, Tesla and Samsung. Finally, our analysis showed that Banco Montepio had a relatively rigid hierarchy, didn’t enable its employees to experiment and didn’t rely on external sources of innovation.
Um dos melhores desenvolvimentos da atualidade é a maneira como as pessoas utilizam o seu banco para transferirem dinheiro ou mesmo compram ações. Esta situação tem alterado o mundo financeiro e tem requerido intermediários financeiros para desenhar e oferecer novas soluções aos seus clientes. A presente tese visa em perceber os elementos que tornam e os que preveem que uma empresa se torne inovadora. Adicionalmente, e através de artigos e livros focados em inovação bem como em Rankings da PwC, Fast Company e Forbes, determinei as cinco empresas mais inovadoras: Apple, Google, Amazon, Tesla e Samsung. Através destas empresas foi também possível definir as falhas entre o processo de inovação do Banco Montepio e os processos destas empresas que considerei serem as mais inovadoras. Por outro lado, conduzi um survey no Banco Montepio com o objetivo de identificar falhas entre a cultura da organização e a cultura das cinco empresas mais inovadoras. Os resultados do survey demonstraram que as empresas líderes tendem a trabalhar de uma maneira focada, baseada em experimentação e colaboração e em que todos os empregados são responsáveis pelas suas ações. A análise do Banco Montepio demonstrou que a empresa funciona de uma maneira hierárquica, rígida, e que não permite que os seus empregados experimentem por si. Importa ainda referir que a empresa não se baseia em qualquer fonte externa de inovação
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Biz, Fidan, and Fidan Biz. "The Influence of Culture Diversity and Organizational Culture on Innovation in Multicultural Teams." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/94r7sx.

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碩士
國立臺中教育大學
國際經營管理碩士學位學程(IMBA)
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In today’s globalized world, we see a rising cultural diversity of business stakeholders and an increased international competition between companies. Increasingly more employees, customers, suppliers, and other stakeholders from different cultural backgrounds around the world work together and compete in an internationalized, global market place. One major strategy to maintain the competitive advantage in this highly competitive global market surrounding is to innovate. The capability to innovate and to increase the innovation performance will be a crucial determinant for the success of the competing companies in the coming decades. On the one side, the integration of cultural diversity in innovation processes enables to develop major competitive advantages like local market insights, extension of innovation capabilities as well cost and time savings. However, on the other side, it inhibits risks for the organizational culture of the company, which could create major disadvantages and a reduced innovation performance. The scope of this thesis is to analyze the dependency between the cultural diversity and the organizational culture and its consequence for innovation performance. To analyze the influence of cultural diversity on innovation performance, Hofstede’s different cultural dimensions are linked to the innovation-relevant factors of organizational culture. Based on this mapping the hypotheses are deducted. The validation of the developed hypotheses will be conducted based on a multi- and bivariate linear regression analysis between the Global Innovation Index (GII) as measure of the innovation performance and the different scores of the cultural dimensions from different countries. A detailed review of the bivariate correlations of specific sub-indices of the GII helps to deepen the gained insights. The thesis closes with the presentation of derived recommendations for innovation managers which need to get practical support in leading multicultural innovation teams.
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Simões, Pedro Filipe Pinto. "Innovation in a Software House: How to create a culture of permanent innovation based on our culture, values and knowledge' sharing policies." Master's thesis, 2014. https://repositorio-aberto.up.pt/handle/10216/75636.

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A atual conjetura económica obriga as empresas e companhias a uma constante evolução sob o risco de perderem as suas respetivas quotas de mercado e, consequentemente, os seus retornos financeiros colocando-se numa posição de pura sobrevivência. Para evitar esta posição perigosa numa altura em que o contexto empresarial atual se revela altamente competitivo e ao mesmo tempo imprevisível, as empresas têm de se defender constantemente das entradas de novos rivais e ao mesmo tempo tentar alargar as quotas de mercado. Segundo inúmeros estudos de autores de renome e de agência de consultadoria, a inovação é tida em conta como sendo cada vez mais o caminho a seguir na tentativa de preservação dos clientes de uma empresa mas também na tentativa de angariação dos mesmos. De maneira a obter bons resultados, todos as componentes de uma empresa que têm um papel preponderante no processo de inovação devem ser vetores com a mesma direção e sentido com o objetivo de tornar esse processo em algo coordenado, eficiente e com resultados de excelência. A qualidade que é imposta em todos os processos de uma empresa e consequentemente nos seus produtos finais é um sinónimo de acerto na escolha que foi feita enquanto se procura o sucesso empresarial. Cada empresa com a sua estrutura, processos e recursos foi desenhada para atingir um fim: a performance de excelência. Assim sendo, é de fácil constatação que más estruturas, maus processos levam a uma má performance. Tendo isto como base e sabendo da importância crescente dada à inovação, é importante perceber na Primavera Business Software Solutions quais são os atuais vetores de inovação que a empresa possui e, principalmente, como é que esses vetores e outros possivelmente criados ao longo do trabalho a ser desenvolvido podem ser orientados para atingir um processo de inovação de qualidade elevada. Essa criação de outros vetores passa por perceber como é que é possível, através da implementação de políticas de Recursos Humanos ao nível do ambiente físico e social que se vive nas equipas de desenvolvimento, melhorar o atual processo de inovação e criar uma cultura que seja posta em prática diariamente de inovação.Este relatório exprime o estado da arte atual no processo de inovação, nas suas métricas, determinantes e nas políticas de recursos humanos com o objetivo de criar e fomentar uma cultura de inovação permanente e diária. Para além disso, exprimirá o impacto de certas políticas implementadas tendo em conta o estado inicial do processo de inovação na organização e usando para isso as métricas de avaliação adequadas.
The modern business context force companies and organizations to continuously evolve under the threat of losing market share and consequently turn-overs putting the company or organization under the situation of striving to survive. To avoid this dangerous situation and taking into account the fact that the business context reveals itself as being highly competitive and unpredictable, companies need to find a way to defend themselves from new-comers and at the same time increase its market share. Regarding the opinion of many famous authors, experts and consulting agencies, innovations is perceived to be the correct path in the attempt to keep the current clients of a company but also in the attempt to conquer new ones.In order to obtain good results, every part and piece of the company must play a special part in the innovation process and perform a team work guided in the way of innovation in order to shape the process in a coordinated, efficient and result-oriented thing.The quality of the processes of a company and consequently in the final products is a synonym of getting the right way to obtain corporate success. Every company with its structure, processes and resources is designed to obtain a single purpose: high quality performance. It is now easy to state that poor structures and poor processes lead eventually to bad performances. Using the above as a base of work and knowing how important innovation is, it is fundamental to understand what are the determinants of innovation available in Primavera Business Software Solutions currently available and others that may appear in the future and how they can be used to boost the innovation process in order to achieve products of high quality. Human resources policies regarding physical and social environments are going to be implemented with the goal of creating new determinants of innovation in the company and improving the existing innovation process in order to create a culture of continuous innovation.This report expresses the state of the art in the topics of innovation process, metrics of innovation, determinants of innovation and human resource policies with the goal to create and boost a culture of permanent and daily innovation. Besides that, it will expose the impact of certain policies implemented taking into account the initial state of the company's innovation process by applying the proper innovation metrics.
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50

Simões, Pedro Filipe Pinto. "Innovation in a Software House: How to create a culture of permanent innovation based on our culture, values and knowledge' sharing policies." Dissertação, 2014. https://repositorio-aberto.up.pt/handle/10216/75636.

Full text
Abstract:
A atual conjetura económica obriga as empresas e companhias a uma constante evolução sob o risco de perderem as suas respetivas quotas de mercado e, consequentemente, os seus retornos financeiros colocando-se numa posição de pura sobrevivência. Para evitar esta posição perigosa numa altura em que o contexto empresarial atual se revela altamente competitivo e ao mesmo tempo imprevisível, as empresas têm de se defender constantemente das entradas de novos rivais e ao mesmo tempo tentar alargar as quotas de mercado. Segundo inúmeros estudos de autores de renome e de agência de consultadoria, a inovação é tida em conta como sendo cada vez mais o caminho a seguir na tentativa de preservação dos clientes de uma empresa mas também na tentativa de angariação dos mesmos. De maneira a obter bons resultados, todos as componentes de uma empresa que têm um papel preponderante no processo de inovação devem ser vetores com a mesma direção e sentido com o objetivo de tornar esse processo em algo coordenado, eficiente e com resultados de excelência. A qualidade que é imposta em todos os processos de uma empresa e consequentemente nos seus produtos finais é um sinónimo de acerto na escolha que foi feita enquanto se procura o sucesso empresarial. Cada empresa com a sua estrutura, processos e recursos foi desenhada para atingir um fim: a performance de excelência. Assim sendo, é de fácil constatação que más estruturas, maus processos levam a uma má performance. Tendo isto como base e sabendo da importância crescente dada à inovação, é importante perceber na Primavera Business Software Solutions quais são os atuais vetores de inovação que a empresa possui e, principalmente, como é que esses vetores e outros possivelmente criados ao longo do trabalho a ser desenvolvido podem ser orientados para atingir um processo de inovação de qualidade elevada. Essa criação de outros vetores passa por perceber como é que é possível, através da implementação de políticas de Recursos Humanos ao nível do ambiente físico e social que se vive nas equipas de desenvolvimento, melhorar o atual processo de inovação e criar uma cultura que seja posta em prática diariamente de inovação.Este relatório exprime o estado da arte atual no processo de inovação, nas suas métricas, determinantes e nas políticas de recursos humanos com o objetivo de criar e fomentar uma cultura de inovação permanente e diária. Para além disso, exprimirá o impacto de certas políticas implementadas tendo em conta o estado inicial do processo de inovação na organização e usando para isso as métricas de avaliação adequadas.
The modern business context force companies and organizations to continuously evolve under the threat of losing market share and consequently turn-overs putting the company or organization under the situation of striving to survive. To avoid this dangerous situation and taking into account the fact that the business context reveals itself as being highly competitive and unpredictable, companies need to find a way to defend themselves from new-comers and at the same time increase its market share. Regarding the opinion of many famous authors, experts and consulting agencies, innovations is perceived to be the correct path in the attempt to keep the current clients of a company but also in the attempt to conquer new ones.In order to obtain good results, every part and piece of the company must play a special part in the innovation process and perform a team work guided in the way of innovation in order to shape the process in a coordinated, efficient and result-oriented thing.The quality of the processes of a company and consequently in the final products is a synonym of getting the right way to obtain corporate success. Every company with its structure, processes and resources is designed to obtain a single purpose: high quality performance. It is now easy to state that poor structures and poor processes lead eventually to bad performances. Using the above as a base of work and knowing how important innovation is, it is fundamental to understand what are the determinants of innovation available in Primavera Business Software Solutions currently available and others that may appear in the future and how they can be used to boost the innovation process in order to achieve products of high quality. Human resources policies regarding physical and social environments are going to be implemented with the goal of creating new determinants of innovation in the company and improving the existing innovation process in order to create a culture of continuous innovation.This report expresses the state of the art in the topics of innovation process, metrics of innovation, determinants of innovation and human resource policies with the goal to create and boost a culture of permanent and daily innovation. Besides that, it will expose the impact of certain policies implemented taking into account the initial state of the company's innovation process by applying the proper innovation metrics.
APA, Harvard, Vancouver, ISO, and other styles
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