Model of pro-innovative organizational culture – a theoretical study
Journal Title: Journal of Intercultural Management - Year 2011, Vol 3, Issue 2
Abstract
This publication is an attempt to determine factors enhancing pro-innovativeorganizational culture shaping. The analysis of literature leads to conclusion that themain factors of pro-innovative culture are strategy, structure-oriented goals, andtrust relationships, behaviour stimulating innovation, work environment, customerorientation, and support mechanisms. The identified factors are difficult to even beconsidered as an established theory, but they can certainly serve as a starting point forbetter understanding of the issues of pro-innovative culture in the organization andfurther empirical research.
Authors and Affiliations
Joanna Jończyk
Keywords
Related Articles
- EP ID EP53399
- DOI -
- Views 81
- Downloads 0
The implementation of Principles for Responsible Management Education in practice – research results
In the paper author presents organizational and educational best practices applied byentities that adopted Principles for Responsible Management Education and publishedin Sharing Information on Progress reports. The anal...
Reflections of intercultural communication from the perspective of a foreign teacher
The challenges of the globalized world, the constant progress of science andtechnology increasingly lead to a state of interdependence between countries whichshould lead to intercultural relations generate an attitude of...
Communication in Global Work Group Projects
Virtual teams create challenges both for their leaders and members. What positively impacts such teams’ performance is their cohesiveness. Team cohesion is rooted both in activities of the leader and the members. Basing...
Juxtaposition of Organizational Competitive Factors and Performance Evaluation in Conjunction with Their Implications for HRM in MNCs: Part Two, Statistical Correlation Analysis within the Polish Findings
Objective – The main goal of the paper is to determine whether there are any identifiable patterns of HRM perceptions and practices when the factors recognized as the companies’ competitive advantages and results of thei...
Employer branding – a dialogistic communication tool of a competitive employer
The present article aims at discussing the value of employer branding, a relativelyrecent phenomenon in the field of company communication practices, which can betreated as an attempt to develop a dialogistic type of rel...