Innovation refers to creating more effective goods, procedures, and ideas. It is the execution of new ideas, enhanced services, and the building of dynamic products in a business. Usually, it promotes business growth and can help in adapting to the market place. Creating an innovative environment and team is vital in ensuring the competitiveness of the business in the market. The organization's innovative culture is attained by providing collaboration between the management, employees, and other stakeholders.
Employee Characteristics
Employees are vital in creating a distinctive and productive organizational culture ( Botelho, 2020) . Some of the characteristics expected among the corporate employees in developing an innovative culture include being focused and enthusiastic about their work. Usually, creative and innovative people are considered imaginative and curious, thus spending more time getting a solution to issues instead of giving up. Employees are expected to be passionate about their jobs. This implies that they need to enjoy their work and feel motivated to create new and unique products. Wu et al. (2019) assert that creative people should also be sensitive and open to experience. Creativity requires flexibility and being ready to change and adjust to changes as they take place, all for the good of the company. Employees should be able to adjust with changes in technology and customer needs to ensure that they meet the needs of their clients.
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Leadership Traits
According to Schein (2010), leadership is key to ensuring that an organization attains its set goals and objectives. It is also essential in directing and encouraging employees to promote creativity and innovation in the company. Among the leadership traits required from employees is being flexible and visionary. Flexibility allows individuals to be explorative and embrace any change while anticipating the unexpected in the market. The feature ensures that employees can find sights and ideas from unrelated situations.
For a visionary individual, they think big with social passion and charitable purpose. They always think globally, strategically, and towards significant impacts. A visionary leader demonstrates self-awareness; they are always connected to what is happening in the organization and marketplace (Detouillon & Thiollière, 2011). Besides, they are aimed at achieving the goals and objectives of the organization and growing to become what they see in the future.
Importance of Experience
Generally, the employees need to have experience working in an innovative industry to ensure they understand what it requires and takes them to ensure the firm's success. Workers are needed to be ready to give their all and commit to the success of the company. Background and previous experience in the technology industry ensure that employees understand means and their roles in promoting the entity's set goals. The last way to encourage innovation is by providing the measurement of impacts on change (Iglesias & Saleem, 2015). The assessment ensures that the organization understands whether or not it reaches the innovative objectives put in place.
Organizational Culture
The organizational culture of the company will promote creative innovation. It focuses on promoting a high level of creativity to ensure the firm's competitiveness and leadership ( Botelho, 2020) . The organizational culture's main traits include creativity, maintaining top-notch excellence, secrecy, and being innovative.
The organizational culture will uphold the rule of recruiting the best and most qualified personnel in the market. All employees who do not meet the expectation of the organization in terms of performance will be fired. The idea is to create and maintain a culture that appreciates, promotes, and expects nothing from employees' top-notch excellence.
The creativity character of the culture pertains to the creation of new ideas that help the company in cultivating itself and the products. Creativity among the employees’ knowledge, skills, and abilities are highly appreciated. The culture also promotes rapid innovation intending to be the most innovative company worldwide. The company will emphasize training and motivating its workforce to be innovative in terms of individual productivity and adequately contribute to the production of unique and outstanding products. Finally, culture is characterized by a high level of secrecy. Usually, this is a part of the company's strategic management approach that will enable the entity to maximize the leading edge against its competitors in the market (Guiso et al., 2015). Employees and other staff are required to keep and maintain the secret and additional sensitive information within the company. The establishment of rules, policies, and employment contracts to protect the entity from corporate espionage and adverse impacts of employee poaching by the rival companies.
Ways to Foster Creativity and Innovation
As a way to fosters innovation and creativity among employees, the company will create a shared understanding of innovation. This involves sharing what innovation is, how it looks like, and its importance in the firm. An organization should form a shared and specific vision of what change is and how it can be attained while going through daily activities ( Horth & Buchner, 2014) . Another way is developing an environment that fosters and motivate innovation by challenging employees to think beyond the box. Ensuring freedom, supporting idea generation, and promote debate to ensure that employees are in constant idea generation through discussions and brainstorming. Innovation can be promoted by building innovation skills by allowing employees to participate in problem-solving and developing relationship-building, communication skills, and implementation skills.
Conclusion
An organizational culture identifies ways through which operations are conducted in the company. Usually, the company culture is differentiated from its competitors and often gives entities a competitive advantage. For an organization to attain an innovative organizational culture, it is essential to consider the ability and skills of their employees to ensure that they have what it takes to be innovative.
References
Botelho, C. (2020). The influence of organizational culture and HRM on building innovative capability. International Journal of Productivity and Performance Management .
Detouillon, T., & Thiollière, G. (2011). What are the characteristics of leaders when managing innovation in an organization?: A combination of traits and skills.
Guiso, L., Sapienza, P., & Zingales, L. (2015). The value of corporate culture. Journal of Financial Economics , 117 (1), 60-76.
Horth, D., & Buchner, D. (2014). Innovation leadership: How to use innovation to lead effectively, work collaboratively, and drive results. Center for Creative Leadership , 18 .
Iglesias, O., & Saleem, F. Z. (2015). How to support consumer-brand relationships: The role of corporate culture and human resource policies and practices. Marketing Intelligence & Planning , 33 (2), 216-234.
Schein, E. H. (2010). Organizational Culture and Leadership (Vol. 2). John Wiley & Sons.
Wu, L. F., Huang, C., Huang, W. C., & Du, P. L. (2019). Aligning organizational culture and operations strategy to improve innovation outcomes. Journal of Organizational Change Management .
