Workplace innovation and social innovation: an introduction

The Relationship Between Social Innovation and Social Intelligence: A Conceptual Framework

“…Social innovation is a concept resulted from the quest for a solution to the world complexity. It is considered as a reflection of the need for the radical change in the society and is evaluated as a cultural innovation organizing the transformative social change to have a sustainable human development (Howaldt et al, 2016…”

“…Changes in the structures of the societies cause problems in the systems over time. Since those problems hinder social development, unprecedented solutions to these problems are needed to be provided in social systems (Howaldt et al, 2016).…”

“…Increases in population, deficiencies in economic and social systems as a result of the first industrial revolution led to social problems. The quest for new solutions to those problems paved the way for the use of innovation concept as an effective tool to organize the social life (Howaldt et al, 2016). The term "system" was first used by Durkheim to explain social system.…”

Implementing Workplace Innovation Across Europe: Why, How and What?

“…This conceptualisation of WPI implies that one needs to look at the organization as a whole and consider the reciprocal effects of strategy, structure and culture, if they are to reap the benefits associated with WPI (Howaldt, Oeij, Dhondt & Fruytier, 2016). For instance, hierarchical organisational structures may lead to more directive leadership styles and Human Resource Management (HRM) practices that focus on a clear division of labour and control, whereas less hierarchical structures may lead to leadership styles and HRM practices that are geared at promoting employee i n vo l ve m e n t , e n g a g e m e n t a n d commitment (MacDuffie, 1997; Pot, 2011 more on the relationship between HRM and WPI in Chapter 3 and 13 in this volume).…”

“…As a consequence, decision makers on technological innovation, business model innovation and marketing innovation underestimate and underuse the potential of workplace innovation (Dhondt & Oeij, September 2014), as they are largely unaware of the role of organisation and people to make non-technical innovations a success. Within organisations HR-managers and line-and operational managers too strongly function within separate silos (Howaldt et al, 2016).…”