Setting Organisational Culture to Develop Potential and Innovativeness

Abstract

<p><strong>Purpose:</strong> The article aims to identify approaches influencing impact of organisational culture on development of innovation potential in organisations.</p><p><strong>Methodology/Approach:</strong> The data were obtained by questionnaire survey in organisations operating in the Czech Republic (n = 207) that represented all sectors of Czech economy.</p><p><strong>Findings:</strong> In today’s highly competitive environment, organisations need to focus on setting an organisational culture that will support the development of all employees’ knowledge and potential. The results have shown that the surveyed organisations are characterised by two basic approaches to setting the organisational culture for creating innovations: either an emphasis on relationships and collaboration or an emphasis on productivity.</p><p><strong>Research Limitation/implication:</strong> The limit of the article may be seen in a relatively small sample of respondents; however, with respect to the stratified sampling the sample is representative.</p><strong>Originality/Value of paper:</strong> The contribution of this paper lies in the identification and evaluation of approaches to support innovation potential based on type of organisational culture. The practical contribution lies in identification of approaches used to set efficient organisational culture and in presenting concrete results from real organisations that redesigned their culture and identified efficient variables for its design and implementation. The results are important for development of efficient approaches to organisational culture.

The effect of organisational culture on organisational performance: the mediating role of intrapreneurship

“…Therefore, involvement does not significantly affect the performance of an organisation. This finding is opposite to the research conducted by Vnoučková and Urbancová (2020), who find that involvement is an important element of organisational culture, which significantly affects the performance of an organisation. Besides this, Chen et al (2019) state that when employees in an organisation become involved in key activities and decision making, they feel motivated and committed, as well as showing improved performance.…”

“…When business managers consider developing an effective organisational culture, they focus on using the mission and vision of their organisation in order to determine the short-and long-term goals (Sozuer et al, 2017). However, Vnoučková and Urbancová (2020) argue that organisational mission is used by business managers for the purpose of providing clear direction to internal and external stakeholders. Business managers in an organisation are responsible for aligning the organisational culture with the mission of that organisation.…”

“…When the culture of an organisation is not developed properly and effectively, this ultimately results in reducing the shareholders' return, as well as the profitability of the firm. Vnoučková and Urbancová (2020) found that around 72% of leaders in an organisation acknowledge the significance of organisational culture and intrapreneurship, but there are still 28% leaders who fail to recognise their importance in terms of enhancing organisational performance. The general business issue is that in some organisations, managers fail to carefully consider establishing an effective culture, with the result that performance and productivity are negatively impacted (Lockhart et al, 2020).…”

Intrapreneurial Fit and Misfit: Enterprising Behavior, Preferred Organizational and Open Innovation Culture

“…Thus, they need to manage around the culture and the findings of this study allow HR managers to understand how a dominant culture type can encourage or discourage specific enterprising behaviors. The strong organizational culture promotes innovation and development regardless of the type of culture [98], so it is particularly useful to develop similar competencies of organizational members in the future. Moreover, during recruitment and selection stages, needs for certain enterprising behaviors will require the job advertisement in particular to be tailored towards a certain culture type (i.e., a certain set of values), and a reconsideration of the employer brand in general.…”

The Implementation of Additive Manufacturing (AM) in Industries Starting from the Identification of Organizational Cultural Characteristics - A Review

“…Other works, moreover, point to the influence of organizational culture on companies innovation (Stacho, Potkány, Stachová, & Marcineková, 2016). In this context, to develop innovation, some studies indicate that companies need "knowledge, new skills, flexible working conditions; organizational climate and culture that support the development of innovations and the innovation potential of each individual" (Vnoučková & Urbancová, 2020). Cultural Characteristics (CC), such as, flexibility and support for positively change, influence creativity and, consequently, innovation within a company (Shahzad, Xiu, & Shahbaz, 2017).…”