Sustaining Organizational Innovation

Abstract

Organizational change is a situation, while innovation is an attitude of change. Organizations cannot, in a global economy, remain static and rooted in current practices. Organizational innovation is the necessary ingredient for successful change. More difficult than both change and innovation is the subject of sustainability. Change is often a temporary “fix” that quickly reverts to status-quo. This chapter recommends practices for change management and organizational innovation by reviewing change theories, describing innovation models, referencing sustainability leadership, and providing examples of technology integration. Educators, trainers, performance specialists, change agents, managers, and organizational development professionals will benefit by understanding the principles and future trends of innovation. Both educational institutions and industrial organizations will utilize the guiding questions to determine their readiness to embrace organizational innovation. The goal is to instill the need for an attitude of change in all stakeholders of the organization in order to be well equipped to direct the nation’s workforce.

The Impact of Organizational Change on Government Civil Servants’ Behavioral Responses in China

“…In recent years, globalization, technological improvement, and economic and social development have significantly transformed the global landscape (Allen et al, 2012). For coping with the increasing competition and survive in this transformed environment, organizations have to improve to sustain an advantage amidst environmental changes (Burke, 2002).…”