Organizational Transformation Q & a Paper

organisational Transformation Q & A Paper Organizational transformation is vital to an organization. Organizational transformation refers to organization-wide changes, such as reconstruction operations, introducing new technologies, processes, services or products, implementing new programs, re-engineering, ect ( avocation / human,). Identifying and char pretenderizing the roles of incentives, training, and education in promoting transmutation in the organization can abet in organizational transformation.Also, knowing the role of leadership in creating, managing, and sustaining construct in your organization provide also assist in the transformation. Third assistance to a transformation would be to ensure that estimable implications argon in place and lastly, if my personal organization is innovative or not. How would you identify and characterize the roles of incentives, training, and education in promoting innovation in your organization? Creativity and innovation atomic n umber 18 on the menu of skills that companies are now looking for in recruiting employees.This is why companies are increasingly hiring graduates of colleges. For existing employees, according to a capital of Massachusetts Consulting Group survey, not enough companies link incentives to innovation, man many companies clearly recognize the potential advert of metrics on behavior, very few firms attempt to aggressively leverage it by tying employee incentives straight to metrics. Indeed, less than a fourth of respondents give tongue to their companies link the two consistently, and nearly a third of our respondents said that their companies do not link incentives to innovation metrics at all (Lichtenberg, 2008). In my own experiences, while many companies may not have explicit incentive programs to motivate innovation, many recognized innovation implicitly in their mainline requital programs. However it is up to the supervisor to recognize an employees innovation contribution, th ere are some employee mite programs that offer incentives for innovation. An example is Canon when employees make a suggestion for a new idea to benefit the fraternity, they are awarded variable amount of points. Every year the company has a Presidents Award to the top 20 employees who have acquired the most points since the program began.They are awarded cash and a gold medal. While employers indicate that creativity skills are important, they are not doing practically to train their employees. According to a study by the Conference Board, Educators and employers both feel they have a responsibility for instilling creativity in the U. S. workforce (83 and 61 percent, respectively). However, their current creativity building offerings dresst match this desire (Lichtenberg, 2008). What is the role of leadership in creating, managing, and sustaining innovation in your organization? The constitute to fostering innovation is leadership and how leaders influence the corporate soc ialisation.Leaders must build a culture of trust, one that promotes information sharing and a clear statement that creativity and innovation are get along and will be rewarded. Here is an example, Seth Waugh, CEO of Deutsche Bank Americas, cited culture as a sarcastic factor in promoting innovation. Business leaders, he said, create this environs by offering incentives for workers who innovate and by making it clear that innovation is expected. You must have people with that hunger to forever and a day learn, who are always open and who think about things in a different way.You always have to reinvent yourself tomorrow (Connecting the dots, 2006). What are the ethical implications of an individual reward system? Support your answer. While there is substantial stuff and nonsense on Business Ethics in finance, executive behavior and other business functions there is scant(p) on the ethical considerations regarding compensation or reward systems. However, ethics as applied to re wards or compensation systems involve how these systems are designed to encourage employees to go beyond legal compliance and motivate them to act in morally, ethically manner.It also places a requirement on leaders to fair in how employees are compensated and rewarded. Would you describe your organization as innovative or non-innovative? Why? My organization, the United States Navy, is most decidedly innovative. The mission statement of the Office of Naval Research states, The Directorate of Innovation cultivates innovative science and applied science approaches that support the Department of the Navy and facilitate rapid and agile responses to our changing national security environment (Office of maritime,). With a mission statement such as that, it is clear that the United States Navy thrives on the most innovative technology, techniques, intelligence, and sciences. Without a mission statement like this, the worlds finest Navy could manifestation security flaws and intelligen ce deficiencies. Our Navy has the top of the line equipment and procedures with thanks to the innovators at the Office of Naval Research. References Business / human resources (hr) / organizational transformation. (n. d. ). Retrieved from http//www. superglossary. om/Definition/Human_Resources_(HR)/Organizational_Transformation. html Connecting the dots between innovation and leadership. (2006, October 04). Retrieved from http//knowledge. wharton. upenn. edu/article. cfm? articleid=1569 Lichtenberg, J. (2008). Ready to innovate. Retrieved from http//www. artsusa. org/pdf/information_services/research/policy_roundtable/ready_to_innovate. pdf Office of naval research. (n. d. ). Retrieved from http//www. onr. navy. mil/Science-Technology/Directorates/office-innovation. aspx