General Pets is a new pet supply company that hopes to specialize in selling toys, pet’s food, and other supplies through their online store and retail location. The headquarters for the General Pets store will be in New Hampshire. The company will specialize in pet toys that encourage both dogs and cats to remain active and healthy. The company will produce a variety of products including a controlled disc that cats and dogs love to chase. On the products aspect, the company will avail both large models, which will be durable enough to withstand play from large animals, while the small models will be suited for the small pets. More so, it will stock toys that can be controlled remotely through a phone or an app. Therefore, the company seeks to provide highly competitive pet supplies.
Execution refers to a disciplined process that can enable a strategic plan to work. To achieve the strategic goals, General Pets company will require approaches that are careful and well planned to execute their process. According to Dombrowski et al. (2007), factors such as employee culture and organizational structure affects the execution process of the company. Other factors likely to influence the operational success of the new company are the execution skills and abilities of the top management. Managers in the new company will need to integrate the performance metrics while setting both the short-term and long-term goals to lead the firm to its success. The company will need coordination and follow-through processes to ensure the employees meet their goals.
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An organizational culture highly affects innovativeness among employees and their financial performance. To develop an innovative culture in a business organization, one needs to identify aspects of innovation in their employees and encourage the ones that are important in a particular institution. A business entity's culture refers to a complex set of beliefs, symbols, values, and assumptions which define the way the company runs its operations(Dombrowski et al., 2007). Organizational culture is observable in the marketing efforts of the employees, behaviors they portray, the stories the employees share, and the alliances they form (Dombrowski et al., 2007). For example, if a company rewards only strong performances, a culture of hostility to risks will develop, with only the incremental type of changes obtaining value.
Innovation is a key player in a company’s success in a highly competitive industry. According to Patterson et al. (2009), innovative firms are flexible, quickly identifies changes in their environments and adapts to them, have visionary ideas, and are open to new ways of thinking. A company should seek to create opportunities as well as exploit the existing ones better than its competitors. Innovativeness could refer to the ability to introduce a new idea, service, or products (Dombrowski et al., 2007). More so, it could also refer to the introduction of new systems and processes, which could enhance the enterprise's performance. Employees’ openness to innovation is important in having an innovation advantage over other companies.
Innovation culture influences innovativeness, infrastructure that favors innovation, value-oriented behaviors, and environment. According to Krot and Lewicka (2014), adhocracy is an organizational culture that highly favors innovation. Adhocracy is characterized by external orientation and flexibility, which makes it welcoming to innovativeness. Adhocracy culture characteristics, which encourage innovation include empowerment, creativity, freedom, and autonomy. More so, leaders in an adhocracy environment ought to have an understanding of teamwork and its capabilities to encourage teamwork. Leaders ought to increase their involvement of employees in their decisions as well as define clearly innovation in the firms’ policy (Cheng et al., 2019). Therefore, the company leaders need to establish an adhocracy culture in the company to encourage creativity and innovative behaviors of all their employees.
Additionally, cultures that support innovation are solution oriented, value-seeking, instill respect and trust, communicative, and quick in decision making. Leaders can foster a culture of innovation and creativity if they have an understanding of the behaviors that are likely to encourage new ideas (Naranjo-Valencia & Galderon-Hernandez, 2018). Leaders will encourage innovation if they support curiosity, experimentation, risk-taking, encourage competition, and have a positive attitude towards change (Naranjo-Valencia & Galderon-Harnandez, 2018). More so, they need an understanding of constructive confrontation and having minimal control over their employees. These leaders should not be fixated on the traditional methods of leadership, in which they perceive themselves as a know-it-all instead, they should have a positive attitude towards change.
Employees create an innovative and creative culture if they have open communication among themselves. They encourage creativity if they are transparent, hold a communication based on trust while promoting the idea that disagreement amongst themselves is allowed, which also influences innovation (Cheng et al., 2019). Employees foster more creativity in their leadership processes if they are more engaging and encourage the participation of other individuals (Cheng et al., 2019). Engaging other individuals in the decision making processes involves sharing the vision and allowing them the freedom to provide their feedback. Encouraging participation also involves leaders delegating their goal setting and decision making powers to their followers.
The participative approach in leadership encourages followers to communicate creative ideas as well as to design their tasks on their own. Employees' participation in devising their approaches to tasks gives them a sense of responsibility and ownership, which then encourages commitment to their specific roles (Nawaz et al., 2011). A leader who encourages participation and highly engages his or her employees develops a quality relationship with their followers. According to Nawaz et al. (2011), a high-quality relationship between a leader and follower leads to satisfaction, which increases creativity and innovation in the follower. More so, employees who are effective leaders provide comfortable and supportive environments. Therefore, with the right qualities employees can be effective leaders.
References
Cheng, C., Cao, L., Zhong, H., Zhong, Y., & Qian, J. (2019). The Influence of Leader Encouragement of Creativity on Innovation Speed: Findings from SEM and fsQCA. Sustainability , 1-17. https://doi.org/10.3390/su11092693
Dombrowski, C., Kim, J., Desouza, K., Braganza, A., Papagari, S., Baloh, P., & Jha, S. (2007). Elements of Innovative Cultures. Kpmknowledge And Process Management , 14 (3), 190-202. https://doi.org/10.1002/kpm.279
Krot, K., & Lewicka, D. (2014). Key Characteristics of Innovation Culture – Case Study of Polish Lingerie Company1, 1-6. Retrieved 23 October 2020, from http://www.ipedr.com/vol41/047-ICEMT2012-C10009.pdf .
Naranjo-Valencia, J., & Calderon-Hernández, G. (2018). Model of Culture for Innovation. https://doi.org/10.5772/intechopen.81002
Nawaz, M., Nawaz, M., & Danish, R. (2020). ROLE OF LEADERSHIP TO NURTURE CREATIVITY IN ORGANIZATIONS. Business And Social Sciences Review (BSSR) , 1 (5). Retrieved 23 October 2020, from http://www.bssreview.org.
Patterson, F., Kerrin, M., & Gatto-Roissard, G. (2009). Characteristics & Behaviours of Innovative People in Organisations. Retrieved 23 October 2020, from https://www.researchgate.net/publication/242102530_Characteristics_Behaviours_of_Innovative_People_in_Organisations .
