Can you help me evaluate the internal processes or strategies within an organiza
ID: 333859 • Letter: C
Question
Can you help me evaluate the internal processes or strategies within an organization in which you are involved, such as your workplace, school, church, or community group, in order to identify a problem that provides an opportunity for innovation. Following that, determine an innovative solution for addressing that problem, with the ultimate goal of your solution to be an attempt to increase the diffusion of innovation within the organization and contribute to a culture that appreciates innovation as a key to competitive advantage and organizational success. Examples of solutions may be similar to (entering a new market, implementing a new practice or process, or even changing management structures).
Content I am looking for to be included in the response:
Describe the problem your innovation targets. What is the scope of the problem and which stakeholders, both within the organization and without, does it impact?
Describe your innovation and explain how it addresses the problem. How will it meet the needs of the organization and all stakeholders involved?
How does the innovation contribute to the organization’s competitive advantage?
Develop an implementation plan for effectively diffusing the innovation within the organization. Make sure the plan addresses potential resistance and obstacles, including people and processes.
Identify an appropriate method that could be used for measuring the impact of the innovation on the organization. Explain why you think this is a relevant measure.
Finally, assume your innovation is adopted by the organization. Make recommendations for additional improvements within in this organization (in processes, practices, structures, etc.) that could create and sustain momentum for innovation.
Include at least eight in-text citations from at least five secondary resources from your research.
THANK YOU!
Explanation / Answer
JRG Advertising is a local advertising agency in Hyderabad wherein I have been recently placed, it being my first job out of business school. On the first day of my joining the organisation I came to terms with the fact that the organisation had a matrix structure wherein there was layers of monitoring and assessment. I understood that in such a complex superiority culture innovation of ideas in anybody would be omitted without even reaching the managerial tables. Over a course of one month I had envisioned that all the stakeholders I.e employees, management, customers were affected by this mediocrity of seniority and superiority. There were several layers in the whole organisation with strict monitoring and assessment from the managers assigned for your training period. Ideas were not encouraged neither was freedom of expression. You just had to accomplish your daily job target and call it a day.
Having mustered all my courage for my first presentation in front of all the seniors, I proposed the idea of making this organisational structure flat. Advertising being a dynamic industry demands a work culture which is very fluid, encourages innovation by constant interaction with seniors.
I suggested the senior management people that a "Flat° organisational structure is the most crucial aspect we should explore at. Managerial ranking should be just for the sake of salary, other than that even the president of the company should be reachable to exchange and extract best ideas for the clients. With a more accessible structural framework there would be lots of fresh ideas for any particular undergoing campaign for the company's clients which would then be improvised upon by the seniors suggestions. This inturn will ensure that free flowing ideas received by the customers are spread by word of mouth to other potential customers.
Implementation plan will not be time taking as every one already aware of their job responsibilities and thus by more linear seating arrangement we would be more accessible. With change in interiors within a fortnight we would be rolling. A lot of banners, boards, displays should be placed so that an innovative idea as soon as it crops in the mind is jotted down on those boards which will be handy in making a campaign presentation. This type of change would be very annoying for the seniors and elderlies in the group who would be resisting the dynamic lean structural model but by seeking their opinion and suggestions at every step campaign would build their confidence. Spending time with the teams , throwing parties, catching up at home would make the youngsters or fresher on the team more attached who would inturn this would ensure best results to customers satish faction. Best way would be to implement it on the head office level with only few teams and then scrutinised each team members reply.once the staff members are on board, the implementation process becomes simplified.
Then the HR department should evaluate the effectiveness of structural change by assessing weekly business statistics which would show how the customers are satisfied with this new innovative structure where people are more important that processes. At the end of the day revenue is what matters thus a customer feedback and employee feedback should also be done to measure the impact of linear flat organisational structure on all the stakeholders and each suggestion should be noted for improvement. This measurement method will be effective as all the stakeholders are involved and they feel responsible for improving the organisation. They would experience ownership and thus would always give honest feedbacks for constant improvement.
This flat organisational structure backed by a constant feedback method will be more innovative, cost effective and dynamic. Further development could be employee training systems where new processes are constantly being updated to the employees. Setting the fundamentals in proper place would lead to kaizen, cut down waste and improve results.