Organizational Transformation Q & A
Organizational Transformation Q & A
OI/361
March 23, 2015
Organizational Transformation Q & A
No matter what type of profession or type of industry, each business has its individual characteristic. Like people, no organization operates or functions the same. These different characteristics make up the climax or culture of the company. The culture sets the tone on how the business encounters extreme competition, economic challenges, financial difficulties, and pressing customers. The culture makes or breaks the business. Organizational transformation changes that culture of the organization by restructuring, reengineering or redesigning the company systems (ryuc.info, 2009).
Leadership within the company makes the organizational transformation for many reasons, including improving operations, cutting costs, and improving the quality. Most importantly, a company uses the organizational transformation for realignment and adapting to the ongoing changes in the business world (ryuc.info, 2009). The organizational transformation paper will discuss the authors organization, the Department of Defense (DoD). The paper will identify and characterize the roles of incentives, training, and education in promoting innovation. Then discuss the role of leadership in creating, managing, and sustaining innovation. In addition, explain the ethical implication of the individual reward system. Lastly, this paper will describe the DoD organization as an innovative or non-innovative organization.
The roles of incentives, training, and education in promoting innovation
The DoD operates and functions completed different from other businesses across the globe. First, like most government organizations, the DoD is noninnovative driven. Specifically performing on set policies, regulations, and tasks as described in each branch of the DoD. The DoD operates on a budget set by the U.S. Government and does not rely on sales and profits. Like other organizations, the U.S. government agencies do provide incentives, training, and education to its employees to a certain extent. While it does not promote innovation, these characteristics are mandatory for employment with the U.S. government. Each employee must follow a yearly training and task qualification requirement. The motivational role behind these provisions restricts the individual employee for promotion, receiving a poor performance review, and receiving no end of the year bonus.
The role of leadership in creating, managing, and sustaining innovation
The leadership role in the U.S. government does not encourage innovation on a daily basis.