Background to organisational innovation: Definitions, Characteristics and typologies
Definitions and typologies of innovation
The study of innovation has generated a variety of definitions with most researchers and theorists commonly agreeing that due to its broad characteristics it is often conceptualised based on the perspective of which it is being studied (Jimenez- Jimenez and Sanz-Valle, 2008; Knight, 1967; Rogers, 1995; Wolfe, 1994; Damanpour, Szabat and Evan, 1989; Damanpour and Gopalakrishnan, 1998). However Jimenz-Jimenez et al (2008) highlight that it can broadly be defined as ‘The adoption of an idea or behaviour, whether a system, policy, program, device, process, product or service , that is new to the adopting organisation.’ (Damanpour et al, 1989). They then proceed to state that this idea may be a recombination of old ideas, a scheme that challenges the present order, a formula or unique approach which is perceived as new by the individuals involved’ (Van de Ven, Polley, Garud and Venkataram, 1999). In order to achieve innovation within an organisation research suggests that the ideas and insights of employees are of crucial importance (Tang, 1998) and that creativity by individuals and teams is a starting point for innovation (Amabile et al, 1996, Couger, 1995). Amabile et al (1996) suggests that organisations need ‘creative employees who are motivated to unfold their creative potential and generate creative ideas’ in order to be innovative and solidify a competitive advantage.
In an attempt to narrow down the concept of innovation various typologies have been proposed using a dichotomous approach to identifying different forms of innovation. With relevance to the proposed research two of typologies are applicable, the first has been proposed and utilised by Marino (1982) and Zmud (1982) which distinguishes between the initiation and implementation of adopting innovation, in this case, in line with previous research, the initiation of innovation will be the focus. Secondly a significant typology in the proposed research is between administrative and technical innovations (Daft, 1978; Kimberly and Evanisko, 1981 and Damanpour, 1987). That is, administrative innovation involves organisational structure and administrative processes, whereas technical innovation refers to products, services and production, this can be split into either product innovation which involves actual products, or process innovation, which refers to the process that enables products (Damanpour and Evan, 1984; Knight, 1967). This typology is important as it will become apparent that previous literature has exclusively focused on product innovation and therefore the present research aims to see if the implementation of practices in firms are generic to all types of innovation or tailored to the specific type of innovation encouraged.
Innovation and performance
The foundation of innovation within an organisation
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Organisational innovation
How is innovation facilitated
Is best acheived in a creative environment that
The present research will address how these creative ideas are encouraged to aid innovation in organisation.
Due to innovation being a broad concept, researchers have highlighted that it is often conceptualised based on the perspective of the research topic, however it has often been agreed that it can broadly be defined as ‘
The study of innovation has generated a wide ranging variety of definitions of the concept………
However most contemporary researchers and theorists commonly agree that innovation is broadly ‘
According to the conceptualisations of……..we recognise the distinction between…
That is, technical…
In the current proposed research innovation is recognised in two catagories….as…
Focused primarily on
A large body of lit has focused on…
Contextual factors…
Much research has concentrated on chars predictive of innovative activity……..
Link between HRM and performance
HRM practices associated with innovation
Amabile studied the ‘creative organisation’ which leads to innovation is characterised by contextual factors, all of which are included within HRM policies and practices. Which therefore indicates that HRM has a strong role in innovative activity,.
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