Employee-Driven Innovations: Zones of Initiation, Enactment and Learning

Employee-driven learning and innovation (EDLI) as a phenomenon of continuous learning at work

“…The importance of participation and the cultural-historical context of the workplace Work, learning and innovation are all interdependent phenomena that emerge from the determined participation of employees in workplace activities and interactions (Billett et al, 2022;Billett et al, 2021). Participation is a multidimensional concept, referring not only to the physical presence of a person in a given situation but to a practice involving manyoften simultaneousactions.…”

“…In contrast, the extension of concepts or procedures develops existing knowledge and understanding by relating it to a new situation, problem or task. From a learning perspective, the promotion of previous processes or their incorporation into new workplace processes means adapting existing knowledge to new circumstances (Billett et al , 2022). In these descriptions, the emphasis on adaptive and innovative learning can be observed by looking at the novelty value.…”

“…In their study, Billett and colleagues (2022) examined how learning is associated with different types of EDI. They divided the innovations they found into three categories: completely new innovations (de novo innovations); innovations based on the extension of existing concepts or procedures; and innovations that involve the advancement or integration of previous processes into new processes. …”

“…Innovation through participation can be seen as new ways of thinking, behaving or attitudes of employees and, ultimately, professional and workplace practices (Billett et al , 2022) that create social and human value in the organisation (Høyrup, 2010). However, an innovation is not manifested until it is identified as such the particular cultural context in which it is produced (Brandi and Hasse, 2012).…”

Editorial Transformative Learning as a Catalyst for Innovation in Times of Uncertainty

“…Ellström (2010) describes adaptive learning as the mastering of existing practices and structures in an organization,whereas transformative learning is more about the renewal and questioning of these practices and structures.From an innovation perspective,both are needed. According to Voxted (2018) (Billett et al, 2022).In these descriptions,when looking at the novelty value,we can see an emphasis on adaptive and transformative learning.The role of transformative learning would appear to be stronger in de novo innovations,where the change is more extensive and the novelty value concerns a larger group or the whole organization.In contrast,the promotion of prior processes appears more as a process of adaptive learning and transfer of learning.…”