Organizational Transformation Q & a Paper

Organizational Transformation Q & A Paper Organizational transformation is vital to an organization. Organizational transformation â€Å"refers to organization-wide changes, such as reconstruction operations, introducing new technologies, processes, services or products, implementing new programs, re-engineering, ect (â€Å"Business / human,†). † Identifying and characterizing the roles of incentives, training, and education in promoting innovation in the organization can assist in organizational transformation.Also, knowing the role of leadership in creating, managing, and sustaining innovation in your organization will also assist in the transformation. Third assistance to a transformation would be to ensure that ethical implications are 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 ar e 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 Boston Consulting Group survey, not enough companies link incentives to innovation, â€Å"†¦while many companies clearly recognize the potential impact of metrics on behavior, very few firms attempt to aggressively leverage it by tying employee incentives directly to metrics. Indeed, less than a fourth of respondents said 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 compensation programs. However it is up to the supervisor to recognize an employee’s innovation contribution, there a re some employee suggestion programs that offer incentives for innovation. An example is Canon – when employees make a suggestion for a new idea to benefit the company, they are awarded variable amount of points. Every year the company has a President’s 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 much to train their employees. According to a study by the Conference Board, â€Å"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 don’t match this desire (Lichtenberg, 2008). † What is the role of leadership in creating, managing, and sustaining innovation in your organization? The key to fostering innovation is leadership and how leaders influence the corporate culture.Leaders must build a culture of trust, one that promotes information sharing and a clear statement that creativity and innovation are encourage and will be rewarded. Here is an example, â€Å"Seth Waugh, CEO of Deutsche Bank Americas, cited culture as a critical factor in promoting innovation. Business leaders, he said, create this environment by offering incentives for workers who innovate and by making it clear that innovation is expected. You must have people with that hunger to always learn, who are always open and who think about things in a different way.You always have to reinvent yourself tomorrow (â€Å"Connecting the dots,† 2006). † What are the ethical implications of an individual reward system? Support your answer. While there is substantial material on Business Ethics in finance, executive behavior and other business functions there is little on the ethical considerations regarding compensation or reward systems. However, ethics as appl ied to rewards 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 definitely innovative. The mission statement of the Office of Naval Research states, â€Å"The Directorate of Innovation cultivates innovative science and technology approaches that support the Department of the Navy and facilitate rapid and agile responses to our changing national security environment (â€Å"Office of naval,†). 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 world’s finest Navy could face security fl aws and intelligence 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