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At least 2 academic references are expected, cited in-text and referenced in proper APA format.
Initial discussion responses must be a minimum of 500-600 words or more.
“Assignment: Your Organization’s Leadership
Learning Outcome: Define motivation and identify its fundamental concepts.
What is Costco’s Culture?
Please read this link: https://vimeo.com/134897885
After reading the case found on page 171 in the textbook (COSTCO: Doing Something Right),
and watching the video above, “What is Costco’s Culture?”) please write a 2-3-page paper (in
APA format) that answers the questions found on page 195, entitled “Back to the Case”. There
are 3 questions that you will need to answer.
Finally, briefly discuss the differences between Costco and the current motivation at your organization. How
might Costco’s success transfer (or not) to your current organization? Identify the formal and informal
leaders in your organization – do they impact motivation and if so, how?
Your paper must be submitted according to APA 6th edition conventions and include 3 peer-reviewed
scholarly sources supporting your position (the textbook may be one of the 3). Your paper should include a
title page, abstract and reference list (not included in the page count specified above).
Rubric ”
I have attached the book.
Please read this rubric, the grading is based on the rubric:
Two peer responses are required, each must be 200 words or more in length. Important – add
sources in each peer responses.
Student 1 (A. S.) {Reply is needed, remember to add source or sources}:
Part 1 of your response: Of the seven best practices, which in your opinion is the best? Why?
(Support your response).
Part 2 of your response: Provide a specific example of how this best practice could have
improved innovation in your own organization (employment, volunteer assignment, etc.).
After thoroughly dissecting the best practices presented by Dohni and Klassen, the most
important out of them by far was the practice of the culture of innovation. In today’s day and
age, the idea of innovation is the spark needed for achieving and directing economic and
financial goals and outcomes successfully for any organization. Innovation provides a system
that facilitates an organization to be competitively placed in the market. In the today’s evolving
market, it is essential for an organization to stay up to date with the current ideas, creating value
for its products and services. Introducing the culture of innovation also provides a drive for
optimal employee work ethic, and maintaining a welcoming work environment, where creativity
in skills and promotion of new ideas is widely accepted and are provided room and resources to
flourish (Lijauco et al, 2019). In the world of business today, professionals not only need to
develop workable skills in their fields, but also be trained in incorporating innovation in the tools
they use, and strategies they implement their thinking with that ensures a competitive
advantage in the “survival of the fittest” model of the current market.
Moreover, the idea of innovation has to be sustained as a competitive drive where those
practicing it have a significant advantage over those who lack it. Innovation needs to permeate
an organization from top to bottom of the hierarchy that will visibly transforming the conceptual
thinking, internalizing practices, and development of products or services. A competitive and
well-organized business organization introduces innovation as a culture change with a
sustained long-term commitment to “out of the box” thinking and taking greater risks in order to
receive larger rewards. Although easier said than done, the implementation of innovation starts
from the upper management, in delegating tasks and disciplining the lower departments in
accepting the culture of innovation as its primary “way of life”. It is also implicit that in an ideal
business organization, management is held responsible for providing stalwart organizational
structure, abundant resources, and moral support for increased research of new ideas and
innovative designs (Naranjo, 2015).
Furthermore, an example that highlights the culture of innovation is its effect on
productivity. The theme resonates with innovation in instilling a competitive drive in an
organization. In a healthcare setting, there is a rigid norm of replicating results and establishing
a status quo. Novel ideas such as reduction of patient volume, and allocating resources to other
departments are looked down upon. One such example that could be flourished in my
organization would have been to direct patient load to urgent care centers that are part of the
hospital based system. In essence, the triaging of patients begins at the urgent care setting, and
more acute cases are handled in the emergency department more effectively. This would be a
direct example of how an innovative idea directly increases organizational productivity, as health
care providers can effectively treat patients in their area of expertise (De Marco, 2019). In short,
organizations that welcome innovation allow for creative methods to assess results. In
conclusion, it is essential for any organization whether it be health care based or any other
business model to accept the culture of innovation in order to attain fruits of its labors, and have
an edge as leader among its competitors.
Sources
De Marco, M. L. C., & Medina, O. F. (2019). Culture Of Innovation In A Public Hospital. ‘Oikos
Polis’, Revista Latinoamericana de Ciencias Económicas y Sociales (RLCES), 4(2), 129-149.
Lijauco, F., Gajendran, T., Brewer, G., & Rasoolimanesh, S. M. (2019). Impacts of Culture on
Innovation Propensity in Small to Medium Enterprises in Construction. Journal of Construction
Engineering and Management, 146(3), 04019116.
Naranjo Valencia, J. C., Sanz Valle, R., & Jiménez Jiménez, D. (2015). Organizational culture
as determinant of product innovation. European Journal of Innovation Management, 13(4), 466480.
Student 2 (L. M.) {Reply is needed, and remember to add source or sources):
Abstract
This paper will discuss the best practice to use to help forward an organization’s innovation
agenda. This practice is using a governance approach to innovation that will make it easy to do
from start to finish (C. Dobni, M. Klassen, 2015). This practice will be analyzed as to why it’s
the best practice to use and how it could have improved innovation in an organization I use to
volunteer with.
Discussion 1
Out of the seven practices the best is
“for the organization to develop a simple, robust and proven governance approach
to innovation that allows the progression of ideas from initial stimulus through to
implementation. Early (and quick) wins are essential in reinforcing the innovation
program. Support mechanisms and resources need to exist in efforts to encourage
the use of a consistent innovation process e.g. tools and processes, internal
champions, teams or experts, formal training programs, and financial
resources.”(C. Dobni, M. Klassen, 2015).
This is the best practice because it will keep the innovation process consistent and help
prevent innovation from stopping due to lack of resources or knowledge. By having training
programs as goals to be completed this will help keep employees motivated. According to the
goal setting theory having an assigned goal will cause employees to assess their self-efficacy,
employees will make the assigned goal a personal goal and therefore work harder for it, and that
due to the employees having self-efficacy and goal commitment that they will have better task
performance (J. Greenberg, 2013). By having the training programs be short but frequent the
employees can have early and quick wins as well as wins often which will help to keep the
employees in high spirits as well as motivated. This practice is also the best because it provides
financial resources. Without having adequate financial resources it will be extremely difficult to
motivate innovation. Also, without adequate financial resources some forms of innovation will
not be implemented.
This practice would have helped improved innovation in a volunteer organization I was
involved in in the past. The organization was an after school program aimed at helping students
to be more interested in their work as a way to help improve their grades. The organization
wanted the volunteers to be innovator in coming up with new ways to engage students to help
them do better in school. The organization was sorely lacking resources. Us as volunteers would
buy many of the supplies needed. Our own laptops would be used to engage the students. The
students would response better to carton videos about a topic than they would to the topic being
taught strictly on the board. We would make it a competition, the winner was chosen based off
their grade and time to completion. The winner would receive a money prize, five dollars,
instead of just candy like everyone else for completing the assignment correctly. The only
motivating factor for us as volunteers was wanting the kids to do better. If the practice mentioned
above would have been used we would have been able to have more kids work at once,
therefore, there would have been time to cover more topics and us volunteers would have had the
resources to implement more innovation. It would have also been better for the organization to
give us a specific goal as opposed to the goal of help the students do better. Having a specific
goal causes people to perform at higher levels (J. Greenberg, 2013).
References
Dobni, C., Klassen, M. (2015). Journal of Innovation Management. Advancing an Innovation
Orientation in Organizations: Insights from North American Business Leaders. Retrieved
January 08, 2020, from https://search-proquestcom.proxy.davenport.edu/docview/1957800692/fulltextPDF/DC89B81E66D946E7PQ/1?
accountid=40195
Greenberg, J. (2013) Managing Behavior Organizations. (6 ed., pp. 177-178). USA: Prentice
Hall Publishing.
Greenberg, J. (2013) Managing Behavior Organizations. (6 ed., pp. 179). USA: Prentice Hall
Publishing.

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