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The innovative capacity of an organization is typically realized through unit-level teams. Previous studies correlate innovation performance with cultural diversity of…
The innovative capacity of an organization is typically realized through unit-level teams. Previous studies correlate innovation performance with cultural diversity of teams, but note that team dynamics need to be optimized to derive maximum benefit. Herein, this study offers an assessment of available team building instruments through the lens of diverse innovation teams. In a demonstration project in the pharmaceutical industry, this study then outlines specific tools and approaches which can be successfully deployed through team coaching and mentoring.
A cluster of nine innovation teams with varying degrees of cultural diversity was provided with assessment and management instruments which had been identified and field tested by a mentoring team. Content included cultural awareness tools, innovation team profiling methods and Team Science (SciTS) ideology. Teams were funded, coached and mentored through a six-month performance period and assessed at regular intervals.
Team assessments provided correlations between performance (measured by project completion and new intellectual property generated) and diversity together with wealth of information on intra-team culture and dynamics. Concrete recommendations from the study include adoption of appropriate communication standards to promote inclusivity, use of SciTS operational tracking metrics to enhance engagement, use of the FourSight group profiling methodology and cultural quotient scale cultural awareness instruments at team-forming stage to promote effective dynamics and enhance inclusivity.
Cultural diversity has a positive impact on innovation teams. This said, for maximum benefit cultural awareness of team members should be optimized to avoid unintended conflicts developing. Such issues can be exacerbated when teams are deployed remotely and preventative measures should be established. These issues became of heightened significance as a result of telecommuting imposed by the COVID-19 pandemic and have longer-term implications, as corporations consider global air travel reduction through environmental concerns. A tracking tool is described to monitor team engagement and promote inclusivity. It is expected that the learnings can influence how teams can best form, normalize and operate within corporate innovation programs and form the basis of long-term impact studies.
This represents the first systematic study on the impact of cultural diversity and team dynamics within innovation programs in the pharmaceutical industry. The tools and methodologies deployed are widely available and can be adopted by innovation teams in many adjacent industries with established innovation ecosystems.
Though there is broad agreement on the beneficial impact of diversity in management and leadership roles, much of the innovative capacity of an organization is realized at…
Though there is broad agreement on the beneficial impact of diversity in management and leadership roles, much of the innovative capacity of an organization is realized at the unit level in working teams. Recent research points to cultural diversity having an especially significant impact on innovation team performance. The reports also highlight the need for the optimal team operating principles to derive maximum benefit. To prepare such innovation teams for success, it is valuable to understand the dynamics of team diversity at the project level and the underlying barriers and opportunities presented.
This paper reviews the literature and case studies on cultural inputs to ideation and innovation, assessing team diversity through readily available instruments and the deployment of the science of team science (SciTS) principles in innovation teams.
The key learnings include the importance of establishing communication standards, SciTS principles, team assessment of thinking styles and the utility of cultural awareness instruments.
Diversity provides a creative advantage for innovation teams. However, team dynamics play an important role in maximizing these advantages, and cross-cultural competence of team members is required. Deployment of appropriate assessment tools and team methodologies enhances the likelihood of successful outcomes including in remote team settings.
Literature from diverse functional areas is summarized including the science of team science, organizational management, diversity and inclusion methodologies and ethnocultural dynamics. It provides pointers for the optimal formation and operating principles with highly culturally diverse teams.
High‐performing leaders are those who can effectively deal with the complexities of modern business. They can respond quickly to change, deal with ambiguity, provide…
High‐performing leaders are those who can effectively deal with the complexities of modern business. They can respond quickly to change, deal with ambiguity, provide direction, manage around constraints, and leverage the commitment and intellectual capital of the people around them. When this capability is cultivated across an organization, it creates a distinct performance environment that enables the organization to adapt, innovate, and ultimately win and sustain competitive advantage.
Purpose – This chapter attempts to provide a literary analysis of the various ways in which the importance of basketball in North American Native culture…
Purpose – This chapter attempts to provide a literary analysis of the various ways in which the importance of basketball in North American Native culture has been represented in literature produced by three Native American authors: James Welch, Stephen Graham Jones, and Sherman Alexie.
Design/methodology/approach – The foundation of this study is derived from Kareem Abdul-Jabbar’s account of his experiences as a coach of Apache players in Arizona in A Season on The Reservation, and the example of Shoni Schimmel, from the Confederated Tribes of the Umatilla Indian Reservation, who is featured in the documentary, Off the Rez. These documentary accounts are supplemented by a critical apparatus drawn from the ideas of the Anishinaabe critic, Gerald Vizenor.
Findings – The character of the Native basketball star functions as a complex signifier that resists Western conceptions of individual achievement and success in favor of Native conceptions of community and cultural survivance.
Research limitations/implications – The limitations of literary analysis stem from the engagement with a body of Native literature that is by no means comprehensive. In addition, the views expressed by each writer are necessarily punctuated by narrative ambiguity and indeterminacy.
Originality/value – The chapter provides a unique introduction to the motif of basketball in contemporary Native American fiction and the storytelling practices from which meaning emerges. The analysis of the works addressed highlights a Native-centered interpretive approach that reveals the complex meaning of basketball in Native American society. The use of this culturally responsive critical paradigm allows readers to approach Native literary achievement on its own terms, rather than from the perspective of the dominant culture.
Foundational work on institutional theory as a framework for studying organizations underscored its relevance to analyses of entrepreneurship, but entrepreneurship…
Foundational work on institutional theory as a framework for studying organizations underscored its relevance to analyses of entrepreneurship, but entrepreneurship research has often ignored the insights provided by this theoretic approach. In this chapter, we illustrate the utility of institutional theory as a central framework for explaining entrepreneurial phenomena by discussing three primary questions for entrepreneurship researchers: Under what conditions are individuals likely to found new organizations? What are key influences on the kinds of organizations they found? And what factors determine the likelihood of the survival of new organizations? We describe the kinds of answers that an institutional perspective provides to these questions, illustrate some of our arguments by drawing on a recent field of entrepreneurial endeavor, hedge funds, and discuss the implications of our analysis for further work by entrepreneurship researchers.
National Starch and Chemical Corporation have announced the appointment of Graham Jones as sales manager, Electronic Materials and Adhesives (EM&A), Europe, headquartered at National's subsidiary in Slough, England. Mr Jones will report to Martin M. Grover, divisional vice president, EM&A, in Bridgewater, NJ.
“How I hate these attempts to measure the immeasurable,” wrote the young and abrasive chief of Rugby in 1938, reviewing the current output of transatlantic professional writing and encountering yet another reader survey. No doubt almost every older chief librarian in Britain would have shared his distaste, possibly an even higher proportion of academic library curators. For four centuries libraries in the West had represented to the educated classes a manifest good, needing no explicit rationale. That belief did not commit those who entertained it to any very strenuous or expensive steps to maintain such institutions. The contemporary output of the presses was small, most of it dismissed automatically as irrelevant to scholars. For their part, librarians by 1938 continued to prefer the company of publishers or poetasters to that of cost accountants.
The establishment of the University Grants Committee in the Britain of 1919 called for fundamental thinking as to the character and priorities of academic communities and the minimum levels of provision — staffing, research facilities, literature support, social amenities, and so on — necessary for any new foundation to be ranked as more than a primarily vocational training centre. Without assumptions and positions on these matters the Committee could not have done its work. Yet as regards libraries, almost no serious debate can be found in print among scholars of that day, and none among librarians.