The current hypercompetitive global market has raised the significance of continuous innovation and improvement among all companies that seeks to grasp a big share of the market. Various companies have devoted resources to their research and development teams to generate cutting edge innovations that will tremendously improve their bottom line margins. Management and organizational consultants have been hired to help the organization develop a culture of continuous innovation. Surprisingly, not many companies even the multinational billion dollar companies have been able to innovate continuously. Managing innovation process is still a major challenge in the dynamic markets where consumers needs keep changing. This essay examines two articles
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According to Sutton, companies that have been successful in creativity have used least expected ways of management. The article primarily presents a different perspective from one postulated by Hargadon. While Hargadon emphasizes on obedience and learning from the past, the Sutton creativity idea is to build on discarding past ideas, being rebellious and as independent as possible. The article focuses on recruitment and selection approach, management styles, risk management strategies used. While these two articles seek to explore the best way to drive innovation in modern companies, there are built on different …show more content…
Hargadon emphasizes that inventors and companies cannot achieve breakthrough innovation because of their genius minds but because of their ability to connect with people, ideas and objects (5). This implies that companies need to recruit people with the ability to network, team players and exhibit the core values of the organization of concern. Sutton approach is very different. For companies to be successful in innovation, they need people whom they do not need, very different from them and do not even exhibit organization core values (Sutton 99). Sutton states that "hiring people who make you uncomfortable, even those you don 't like, is another way to find a few useful misfits who will ignore and reject the organizational code, increasing the variety in what people think, say and do"(99). This argument is based on the fact that since innovation involves doing things differently, organizations needs people with different culture and whom they do not agree with. This will help the organization to see things from a different perspective. The aspect of hiring misfits and slow learners according to Sutton is indispensable since recruiting people who have what the organizational is exactly looking for have nothing new to bring, rather than being comfortable with what is going on. Sutton challenges organizations to stop hiring people based on their experience in the field of work. Experience in any field
According to Sutton, companies that have been successful in creativity have used least expected ways of management. The article primarily presents a different perspective from one postulated by Hargadon. While Hargadon emphasizes on obedience and learning from the past, the Sutton creativity idea is to build on discarding past ideas, being rebellious and as independent as possible. The article focuses on recruitment and selection approach, management styles, risk management strategies used. While these two articles seek to explore the best way to drive innovation in modern companies, there are built on different …show more content…
Hargadon emphasizes that inventors and companies cannot achieve breakthrough innovation because of their genius minds but because of their ability to connect with people, ideas and objects (5). This implies that companies need to recruit people with the ability to network, team players and exhibit the core values of the organization of concern. Sutton approach is very different. For companies to be successful in innovation, they need people whom they do not need, very different from them and do not even exhibit organization core values (Sutton 99). Sutton states that "hiring people who make you uncomfortable, even those you don 't like, is another way to find a few useful misfits who will ignore and reject the organizational code, increasing the variety in what people think, say and do"(99). This argument is based on the fact that since innovation involves doing things differently, organizations needs people with different culture and whom they do not agree with. This will help the organization to see things from a different perspective. The aspect of hiring misfits and slow learners according to Sutton is indispensable since recruiting people who have what the organizational is exactly looking for have nothing new to bring, rather than being comfortable with what is going on. Sutton challenges organizations to stop hiring people based on their experience in the field of work. Experience in any field