Behaviours of Innovative People in Organisations: A Conceptual Study

Behaviours of Innovative People in Organisations: A Conceptual Study

Dr. A. V. N. Murty, Dr. K. Madhusudhan Rao, Dr. P. Balaram Babu



During economic downturns, innovation is the single most important condition for transforming the crisis into an opportunity. However, current evidence indicates that organizations need to understand how to identify the characteristics and behaviors of innovative people and consequently, how to promote and encourage innovative working within organizations; as such, the purpose of this article is to present the basis for organizational culture along with other determinants that influence creativity and innovation of employees of an organization. The relationship between creativity, innovation and other determinants are being discussed in this context. The determinants discussed here are Employee attraction, Employer reputation and brand; Culture for innovation, Recruitment strategies, and the role of social networks in knowledge sharing etc., that encourages innovation, and open communication. The influence of each determinant on creativity and innovation is discussed.

Innovation is critical for organizational long-term prosperity and growth, particularly in dynamic markets. Given the current economic turbulence and increasing global competition, an organization’s ability to innovate is regarded not only as vital for success, but often a requisite for mere survival.

This present article aims to develop an integrative framework to understand the characteristics and behaviors of innovative people in organizations. The characteristics and behaviors associated with innovative people in organizations are immense, in both magnitude and diversity. As a result, there has been a lack of a cohesive theoretical understanding of how individual creativity and innovation operate in organizations. A key aim of this article is to develop an integrative framework to understand the characteristics and behaviors of innovative people in organizations. the biggest challenge today is not finding or hiring cheap workers, but rather hiring individuals with the brainpower (both natural and trained) and especially the ability to think creatively. There is now a general recognition that the innovative potential of an organization resides in the knowledge, skills, and abilities of its employees.

Finally, it is identified in many studies that mobilizing human resources as one of the most important barriers to innovation. Specifically, organizations indicated that problems with skill levels (managerial skills particularly) and motivation hampered innovation.



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