Leadership in Innovation

Organizational culture is the “values and beliefs that people have about an organization and provides expectations to people about the appropriate way to behave” (Kinicki, 2013, slide 3). Corporates can change Changing organizational culture can be a process using one or more of the eleven strategies, (1) formal statements, (2) slogans & sayings, (3) stories, legend, & myths, (4) leader reactions crises, (5) role modeling, training, & coaching, (6) physical design, (7) rewards, titles, promotions, & bonuses, (8) organizational goals & performance criteria, (9) measurable & controllable activities, (10) organizational structure, and (11) organizational systems & procedures (Kinicki & Williams, 2013, p. 236-137). Like stated before organizations

Bass, B. & Avolio, B. (1993). Transformational leadership and organizational culture. Public Administration Quarterly, 17, 112–121.

Transformational theory is relevant to this study since it informs the independent variable. It asserts that transformational leadership creates positive change in the followers whereby they take care of each other's interests and act in the interests of the group as a whole therefore contributing to overall organization performance.

The present study examines the transformational role of leaders that impacts organizational climate with a view to draw on the deeper influences it carries on the culture of the organization. One hundred and thirty-nine participants took part in the study, answering Transformational Leadership Style and Organizational Climate Questionnaires. Leadership Style data earlier subjected to Principal Axis Factoring Technique with varimax rotation procedure yielding 6 factors were related to 5 organizational climate factors obtained in the present study. The findings revealed unequivocal influence of transformational leadership styles over organizational climate dimensions suggesting theoretically a maneuvering capability of organizational climate with its backward influence over transformational leadership behavior. Perhaps a more sophisticated design of research is needed to confirm latter's backward influence over

Innovation is an idea that must be cost-effective and must gratify a precise need. Innovation includes careful application of information, imagination and creativity in stemming greater or different values from resources, and includes all processes by which new ideas are generated such as brainstorming and converted into useful products.

“Innovation is definitely not self-starting or self-perpetuating. People make it happen through their imagination, will power, and perseverance” (Kelley and Littman.2005.p. 6). I believe that an innovation leader is a person who empower himself with knowledge and skills to support others and create a change. My personal definition of innovation is “when people work hard to create a change and transfer their positive ideas into actions.” My personal philosophy of innovation is influenced by the book The Ten Faces of Innovation. From this book I learned that people can play different roles in their lives to be a good innovators. For example, in a hospital the head nurse can play the Anthropologist role and come up with new insights to

Transformational leadership theory applies four factors for leaders to influence employees to perform beyond their abilities. These factors describes leaders that promote leadership through idealized influence, inspirational motivation, intellectual stimulation, and individual consideration (Shresh & Rajini 2013).Transformational leaders are deem as the most effective leadership style because of their character strengths as a excellent role model who leads by example and manage people based on their strengths and weaknesses to optimizes the organization performance (Shresh, & Rajini, 2013). Transformational leaders are known to reward, encourage and mentor people based on performance through inspiration, creativity, and innovation to solve problems to exceed expectation of the organization (Smith,

“Innovation is definitely not self-starting or self-perpetuating. People make it happen through their imagination, will power, and perseverance” (Kelley and Littman.2005.p. 6). I believe that an innovation leader is a person who empower himself with knowledge and skills to support others and create a change. My personal definition of innovation is “when people work hard to create a change and transfer their positive ideas into actions.” My personal philosophy of innovation is influenced by the book The Ten Faces of Innovation. From this book I learned that people can play different roles in their lives to be a good innovators. For example, in a hospital the head nurse can play the Anthropologist role and come up with new insights to help new staff to succeed in their nursing journey and encourage them to be more effective. “ The anthropologist brings new

Innovation is a term that is so widely used and thought of as simple inventions, but it is truly so much more. Innovation is a complex thought process of new ideas that can be implemented for the betterment of many. Change and adaption within any environment is the foundation of innovation and identifying its sources make it easier to implement innovation. The easier it is to foster an innovative environment and inject innovation; a positive impact on a business is instantly seen

The Breakthrough Innovation Framework, or BrinnovationTM, incorporates Kotter’s Leading Change model, while emphasizing a framework of innovation (Gupta, 2011). The Brinnovation framework accentuates the abilities and talents of those in the system, with its success depending on a change in the organization’s culture to embrace innovation (Gupta, 2011). The leadership can achieve a transformation in organizational thinking by applying Kotter’s eight-step plan, focusing on creativity (Gupta, 2011).

Leadership in any profession is represented as a critical component in successfully completing an outcome; a successful leader must obtain the ability to adequately influence and motivate their followers in the completion of any changes. Furthermore, leadership is described as an individual’s ability to prioritize and in understanding which areas are in the most need of assistance. Likewise a leader must obtain the knowledge of problem-solving as well as, their understanding that they must be able to acknowledge that they may not always have the necessary tools immediately to provide their assistance immediately, therefore they are required to improvise allotting for them to effectively develop a strategy, implement their strategies, as well

Transformational leaders would go through different stages of psychological testing how they behave and act. The testing has shown the improvement and change reactions of those who have been through testing. Despite the changes of some leaders, there were those whose leadership behaviors were not changed. The purpose was to see if their behaviors could and would help motivate their subordinates. Transformational leaderships have shown that they could motivate their followers to surpass their own self-interests to a much high level than the leaders. The behaviors of the transformational leadership will continue to have major changes on the performance of the followers. Transformational leaders have responsibilities and will continue to have positive impact to organizational culture, subordinate performance and

To define leadership as a process, it can mean that leadership may not be a trait or characteristic that resides in a leader, but rather it is more of a transactional event that occurs between the leader and the followers. This process affects both the leader and the followers. It does also say that leadership is not a linear one-way process but involves the whole team to interact with the leader and work together as one. In addition, some researchers define leadership in terms of power. The power relationship that exists between the leader and followers. From this point of view, it’s said that leaders have the power to captivate and wield an effect to change others. It is a transformational process that makes followers to accomplish more than what is expected. Finally, other scholars believe that leadership could be skill motivated or seen from a skill perspective. This can be defined on how followers can be using the capabilities (knowledge and skills) from the leader to make effective leadership.

The impact of leadership style in the change process of an organization influences the performance; Leadership as stated by Martin, Liao and Campbell (2013) remains one of the most consequential contextual influencers of employee performance. Latson (2014) elucidated that some leaders may have the best intentions, but the impact will not be in alignment with the intension. But leadership trait is the ability to inspire, motivate and engage the followers to make the inspired vision happen beyond their normal capabilities (Mendez, Munoz & Munoz 2013). A change is the most frequent phenomenon of today's reality and a good understanding of how to manage the change process is very essential; Change is translation from one state into

Organizational culture has an effect on the effectiveness of leadership. If the organizational culture is strong, it could influence the way leadership is created. If it is weak, the leadership models will also be imagined and implemented in different ways. Therefore, we will be able to find which key factors will positively or negatively influence the leadership effectiveness.