Gender, Innovative Capacity, and the Process of Innovation: Case of Poland

Abstract

ABSTRACT. Innovation, as well as scientific research, is not a gender-neutral activity. There are few research results available concerning women's and men's contribution to the process of innovation at the national, regional and enterprise levels. Examining the current situation in this area of research, is the first and necessary step towards better understanding of women's and men's potential in the process of innovation. It is also a chance to point out a new source of synergies taking place in this process. The main objective of this article is to present the results of research addressing gender approach to the process of innovation. The first part of the article presents newly created integrated genome, dedicated to conduct the multidimensional research on women and men participation in the process of innovation, examining their traits, attitudes, behaviours and competencies. This design allows us to grasp the commonalities and differences between women and men roles in the process of innovation. The second part of article presents results of the pilot survey. Respondents of this survey were research personnel from Polish innovative enterprises. There are certain differences and similarities in what women and men perceive as important in the process of innovation. Skilful use of these attitudes in mixed research teams may become a new source of progress in the process of innovation.

Gender question: Econometric answer

“…Innovation, as is not a gender-neutral activity, as integrating gender requires a deep transformation of policymaking. The main objective of most researches on the topic is to present an alternative approach to research on gender and innovation process (Okoń-Horodyńska & Zachorowska-Mazurkiewicz, 2015;Okoń-Horodyńska et al, 2016).…”

Leadership Innovation and Implement Organizational Change and Lead a New Initiative through Adoption of the Innovation and Change Management Practices for Shiraz Industries Private Limited Company: A Survey from Pakistan

“…The key measures of the quadrants are recognizable and associated with the four best types of practices, which include: leadership behaviors, organizational practices and the environment of the workplace [8]. The innovation playbook of the company is also part and associated with certain tools of these quadrants.…”

“…Quadrants become oppositional in nature sometimes when the organizations practices and focus one type of innovation and the other type of innovation gets affected, weakened and/or destroyed. In other words, a firm focusing on growth may attempt to organize for and experiment high-risk breakthrough with the incremental processes of low-risk that lead to greater efficiency at expense of innovation [8].…”

“…The quadrants depict the strength of the organization highlighting the areas where the organization has greatest competencies. It is useful to create a well-rounded group to work with the people of other quadrants who have strength and skill to manage an eye on strength of the people [8]. How successful is the organizations at changing existing processes are determine by the forces external to the organization and other factors.…”

Agribusiness as an Attractive Place to Work––A Gender Perspective

“…Additionally, the analysis was performed from a gender perspective to attempt to determine the extent to which graduates of different genders are interested in entering the food economy market (including taking up one of the occupations listed in the study). According to a literature analysis [11][12][13][14][15], the following research hypotheses were adopted in the study:…”