Open Innovation in Service Sectors Essay Example | Topics and Well Written Essays - 2500 words

Open Innovation in Service Sectors - Essay Example As a way of meeting the expansion and evolution in the service sector, which is mostly focused on changes in customer preferences for service delivery, players within the service sector have used research and development (R&D) to identify specific changes that customers desire, so that they can direct or focus their attention on these areas of change. Once companies and institutions adopt this strategy to change with the changing environment in which they do business, we say the companies are engaged in innovation (Harabi 2005). Writing on innovation within the service sectors, Hagedoorn and Cloodt (2003) pointed out that the rate of change and expansion experienced of late demands that companies do just more than the traditional idea of innovation. It is in light of this that writers and reviewers have followed up with research on the most advanced ways in which the service sector can make the best use of innovation. Lately, companies such as LEGO, Barclays Bank and British Broadcas t Corporation (BBC) have introduced the all new term of open innovation in the transaction of most of the businesses they are engaged in, as a way of building on the traditional ideas of innovation. ... On his part, Chesbrough (2003) sees open innovation as a meta-innovation that involves the practice of co-creating with customers in the service industry, where it is traditionally said that for customers to have their way in specifying what they want is very difficult because the experience there is tacit (Meyer 2012). By implication, it can be said that it is the customer that decides on the value of innovation as most forms of changes in the service industry are focused on changes in customer preferences for service delivery. From this opinion, the external stakeholder base that is talked about could be said to be the customer. In some other fields of study, open innovation in the service sector has been regarded to go beyond the customer and include a larger non-shareholder stakeholders such as suppliers, quality assurance teams and marketers (Johne & Storey 2008). A similar definition was put up by Chesbrough (2003, p. 3) who this time round explained open innovation as ‘a paradigm that assumes that firms can and should use external ideas as well as internal ideas, and internal and external paths to market, as the firms look to advance their technology’. For various organisations, open innovation has been approached using different models and parameters of change. For example, LEGO, Barclays Bank and BBC have all used different models of open innovation, which gives a signal that the best way to approach open innovation in the service sector is to open the concept according to what a company is involved in (Gallouj 2002). Open innovation is also expected to have three major phases made up of transition strategy, dynamic management practice and open innovation culture. These

Question 1 If you want your employees to increase their level of Essay

Question 1 If you want your employees to increase their level of performance, you must create high levels of job satisfaction - Essay Example The main focus of the myriad of researches that have been conducted in relation to this subject has been on attempting to identify exactly what is the main factor that causes employees to increase their level of performance. The relationship between job performance and job satisfaction has not been an easy one for most researchers to establish, although the relationship between the two variables is often seen to be quite logically convincing due to fashion in which it fit into the human relations value system, it was not always easy for some researchers to exactly define what exactly job satisfaction and performance were. This is mainly due to the established fact that if organizations intend to generally improve their employee performance, it is vital that they first ensure that they first create some degree of job satisfaction in order to satisfy their employees, on the other hand, performance is an integral requirement for the creation of job satisfaction. ... Job performance essentially consists of a set of three key interrelated elements, these elements are mainly the context, the activity and the individual. In order for one to effect some degree of improved job performance, it is essential that change takes place in one or a combination of these three elements (Rothswell and Kazanas, 2003). In order to establish what job performance is; it is of critical importance to first have an appropriate conceptualization of what exactly is performance. Without the establishment of what does or does not happen to rightfully constitute of job performance in any given context, it will not be possible to provide any job performance ratings. Some of the more historical pointers used in rating an individuals job performance have been seen to include diverse judgments on aspects such as job behavior, job outcomes and results as well as the person’s own individual traits. In the establishment of a persons job performance ratings, the use of behav ioral measures has been proposed by several researchers providing the most accurate results for the proper indexing of an individual’s job success as compared to the use of results measures (Hersen and Thomas, 2003). Although the establishment of performance ratings has long been mainly based on the rater’s personal judgment of the perceived typical or average performance of the target, it has been noted by some appraisal scholars that performance can be regarded as a dynamic criterion that tends to exhibit various intra-individual variables over a given time (Hersen and Thomas, 2003). When establishing an employees job performance ratings, it is possible to obtain more information if the rating