Strong and cohesive cultures are both conducive and detrimental to creativity and innovation. A strong culture is helpful to innovation ins such ways as; people can freely interact with one another, thereby sharing ideas. Strong culture means people are more socially united (Chang et al., 2014). For instance, in a business environment, unity and teamwork contribute a lot to success. When workers are united, they tend to work together and share the knowledge that can quickly increase their levels of creativity and hence, innovation. On the other hand, a strong and cohesive culture could hinder creativity and innovation. Taking the case of a culture that confines people to extreme loyalty to their bosses. Such employees find it hard to share critical ideas with their bosses. Though loyalty is a good culture, in this case, the employees have feared to share an innovative approach they have had in mind (Chang et al., 2014). Some of them fear being too knowledgeable than their bosses and the risks of getting fired.
Understanding the influence of subcultures in managing change is very important because we can get an eye-opener to the experiences we face in our daily operations. An organization may be facing some difficulties in its activities, such as understanding its market to the full potential. Observing the effects of culture on change and creativity may lead the organization into improvising ways for solving its problem. For example, a little tweak to a product may improve customer satisfaction, hence extending the market (Jessop, 2019). One of the entrepreneurship strategies is changing the economic characteristics of the product, a market, or an industry. This strategy ensures that the outcome achieves customer satisfaction (Jessop, 2019). Changing the market also provides that the business focuses on the right customers. Change of industry ensures the right products are delivered. All these changes ensure that the company operates at its best under the influence of the respective cultures.
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References
Chang, S., Jia, L., Takeuchi, R., & Cai, Y. (2014). Do high-commitment work systems affect creativity? A multilevel combinational approach to employee creativity. Journal of Applied Psychology, 99(4), 665.
Jessop, B. (2019). Entrepreneurial City. The Wiley Blackwell Encyclopedia of Urban and Regional Studies, 1-10.
