MGT 500 Lecture Notes - Lecture 77: Flattening

• School: Ball State University
• Department: Management
• Course: MGT 500
• Professor: Ronda Smith

Document Summary

They reward successes and failures and encourage experimentation. However, a lot of people in organizations are rewarded for lack of failures instead of present successes. These cultures rid of taking risks and innovation. Innovative organizations share a common vision and underlying goals with a shared sense of purpose. Innovative organizations are also more cohesive, supportive, and encouraging of innovation. These people are also encouraged to champion change. After a new idea has been created, idea champions actively/enthusiastically: They inspire others and energize them with their vision of the potential of an innovation and strong conviction of a mission. Situations also influence the extent to which idea champions force change. On the other end, work roles pushing creative people to do routine management and administrative tasks diminish the passion for implementing change. Idea champions can easily gain the commitment of others and have discretion to make decisions. This helps them introduce and implement innovations when there is a supportive context.