An individual report auditing the management of innovation in a Essay

An individual report auditing the management of innovation in a nominated organisation - Essay Example How the innovation management process is different for the two types of innovation selected 11 5. Conclusion - The key learning experiences of the respective innovation examples 12 References 12 Appendix 13 1. Introduction The identification of effective strategies is a key challenge for managers in all firms worldwide. Most commonly, specific criteria are set for ensuring the alignment of organizational practices with the market trend and the consumer preferences. Still, in practice it has been proved that even when these criteria are met, the competitiveness of organizations involved may remain at low levels. The management of innovation in modern organizations is examined in the specific study. Reference is made to two particular firms: Microsoft and Alcoa. The first of them, Microsoft, has become popular mostly because of the development of Windows, an operating system that has been characterized as highly innovative. According to Chu (2010, p.2) ‘product innovation is tech nological upgrading of existing product or developing a new product technology’. On the other hand, Alcoa has introduced a unique process for refining aluminium; the above process meets the requirements of innovation process, which has been defined as ‘the usage of new or improved production technology’ (Chu 2010, p.3). ... On contrary in Alcoa emphasis is given more on long-term growth rather on the achievement of significant benefits in the short term. As a result, the perspectives of innovation in Microsoft are different than those of Alcoa, an issue analytically explained below. 2. Management of Innovation – theoretical perspectives The successful management of innovation in industries of different characteristics is based on specific terms. At a first level, organizations that are interested in promoting innovation have to be quite competent in managing knowledge (Mothe and Foray 2001, p.28). According to Mothe and Foray (2001) the promotion of innovation within organizations does not necessary requires the establishment of new vision and mission; rather, it can be achieved even in the context of the existing mission and vision under the terms that the relevant mission and vision are flexible enough so that they can be alternated for supporting plans focusing on innovation. At the same time, King (2009) notes that the tools available to managers of modern organizations for promoting innovation can highly vary; reference is made to for example to ‘the strategic positioning of personnel or the implementation of user innovation communities’ (King 2009, p.198). Moreover, Tidd et al (2005) emphasize on the following fact: the management of innovation in modern organizations can be a demanding task. The use of models and frameworks that have been extensively tested in the empirical research could help managers to minimize risks in regard to the particular activity (Tidd et al. 2005). The above researchers refer, as an example, to the Innovation Process model (Figure 1, Appendix).

Prospective Maltese Workers and Trade Union Values Literature review

Prospective Maltese Workers and Trade Union Values - Literature review Example Until 1964, Malta was under the colonial rule of the British Empire, and it is for this reason, that its trade union values even after gaining independence, tend to reflect the rules and values of UK. At present, Malta has one of the world’s highest national union membership densities, though without any regional distinctions, of a specific type. This is largely owing to the fact that the small size of the country and the associated membership base, have led most of the Maltese trade unions to feel that affiliations to a confederate structure, are not essential. The chief religion of the state, the Roman Catholic Church, also plays a major source of inspiration for the functioning of the various trade union organisations in this country. In this context, we will first examine the trade unions in general, their values, and relevance in the modern labour market scenario. 1.1 What are Trade unions, their values, and relevance in the modern industrial relations â€Å"Trade union means any organisation, whose membership consists of employees, which seek to organise and represent their interest birth in the workplace and society and, in particular, seeks to regulate their employment relationship through the direct process of collective bargaining with management† (Salaman, 1987). ... This kind of an alliance, which is based on social partnership values, have helped in the creation of a new dimension in the study of industrial relationships, which has made it possible for starting â€Å"social dialogue[s], and [forging] cooperative relationships between employers and unions† (McLaughlin, 2007, 9). The members in the social partnerships, within industrial relations, define and identify their own requirements within the framework of their democratic structures and elected heads, which are based on the nature of the specific problems that they face in their country of operation. These requirements must necessarily portray the scheme, preferences, and orientations of the members, which form a part of the social partnership values. Within trade union values, partnership aspires to be a â€Å"relationship of equals, based on mutual respect, trust and understanding, where diversity and differences are recognised and accepted† (ibid). A look at the Trade Uni on Principles within the Madrid charter (final) shows us that trade unions accept partnerships as ‘two-way’ alliance which is also a learning experience for all the concerned parties. Partnership is founded on resolutions for the preservation of solidarity and inter-organisational cooperation, and is based on values that are stable and mutual, while its functional principles relate to the safeguarding of the rights of employees, and the democratic organisations that represent these employees. According to the trade union values, when these organisations have access to public or government resources, they become accountable to the general public. In such