As we discuss innovation in this course in a number of different ways, I found this article to be relevant as it discusses some of the ways to transform an organization from one that is innovation-averse into a forward-thinking mindset. This article titled “4 Steps to Cultivating an Innovation Mindset in Your Organization”, written by Aaron Agius, outlines some ideas of how companies can overcome many problems by becoming more innovative. He states that the lifespan of an average company has significantly decreased, from lasting around 67 years in the 1920s, to lasting only about 15 years today.
The steps that Agius discusses includes the idea of making time for innovation by giving employees breaks and making time for leisure activities, allowing them time to think and be creative. He mentions Google's "20 percent time" in which they give their employees 20 percent of their time to work on personal projects. He also suggests encouraging activity, such as promoting exercise as exercise can promote creativity as well. Overall, he explains some ways in which companies can structure their working environment and their schedules to promote innovation.
Thomas Frank discusses a similar idea in his chapter titled "The Blue State Model" when he mentions the facilities he visited in Boston. He explains that he visited many innovation centres, each housing unique features such as bright furniture, open workspaces, as well as ping-pong tables and other games.
Thomas Frank discusses a similar idea in his chapter titled "The Blue State Model" when he mentions the facilities he visited in Boston. He explains that he visited many innovation centres, each housing unique features such as bright furniture, open workspaces, as well as ping-pong tables and other games.
Another point raised by Agius in his article is that he sometimes hears from organizations “that’s the way we’ve always done things.” This sounds like a phrase that would be used by an established company that has been around for a long period of time. However, in today’s society when innovation appears to be crucial for any business to thrive, I wonder how any established company is going to remain successful if they do not alter their business model to adapt to the changing times.
What kind of problems do you see arising for companies who take this problematic approach to innovation? Is there any way they can remain successful or will they be required to adapt to a new model of innovation?
Article: https://www.entrepreneur.com/article/287795
Image Source: https://9to5google.files.wordpress.com/2013/08/340x_20-p-time.jpg
Article: https://www.entrepreneur.com/article/287795
Image Source: https://9to5google.files.wordpress.com/2013/08/340x_20-p-time.jpg
This comment has been removed by the author.
ReplyDeleteI can see this model helping substantially with productivity as it has been proven scientifically, and is recommended that regular breaks are taken when doing logistical work, especially during strenuous activities like reading and complex theoretical problems. I can see a problem however in certain kinds of scientific, mathematical, and time constrained tasks to do with calculations and calculated reactions, as taking a break would directly jeopardize the results. This can arguably be applied to other kinds of desk jobs as it is easy for many people to argue that once they get sidetracked or start doing something else they can easily lose their train of thought.
ReplyDeleteI can also see this being an issue when establishing a rhythm or schedule throughout the day, as peoples bodies and habits would become accustomed to the breaks taken at one employer that could be scheduled by contract, and then struggle to adjust to the norms and schedules of new employers. It seems as though in order for this kind of system, or any kind of regiment to be established, it needs to be specific to individuals rather than a whole workforce, which is one way that having a unique workspace as described helps employees take the necessary breaks when they are needed.
I think that if people are passionate enough about their jobs, while still being productive and allowed to take needed breaks, they are more deserving of employment than those who assume their prospective "well being" is more important than their productivity or efficiency for an employer.