Should the instruments of motivating scientists and employees of companies to come up with new ideas, research concepts and innovations be improved in management processes?
Yes, in my opinion every scientific concept, idea, innovative solution, technological improvement, streamlining improvements, etc. after implementation into production should be properly rewarded. Every originator, inventor, etc. should receive a salary. It is necessary in a modern growing economy. In addition, instruments of motivating originators, scientists, also people employed in companies in various positions, should be constantly perfected to create well-designed financial instruments and / or non-financial remuneration for ideas, ideas, innovations, patents, improvement solutions, technological improvements, etc. implemented with positive effects. It is necessary that new ideas, ideas, innovations, etc. are created as much as possible and that they are implemented on a production scale. In the 21st century, especially pro-ecological innovations are particularly sought-after and necessary. In this way, the scope of cooperation, relationship between science and business is increased, and this is necessary in modern knowledge-based economies.
In the light of the above, encouraging discussion, I turn to you with the following question:
Should employee motivation instruments be invented in the management processes to come up with new ideas, research concepts and innovations?
Do you know the latest concepts of improving the instruments of motivating scientists and employees of companies to come up with new ideas, research concepts, innovations, ...?
Please, answer, comments. I invite you to the discussion.
I wish you the best in New Year 2019. Best wishes
Motivating employees for generation of new ideas, products, services, process improvement should be the central issue of any managerial process since innovation is a core competence for achieving competitive advantage. Motivation is based on emotional knowledge and emotional intelligence, and it is a nonlinear process. From this point of view, rewarding people with money represents a simple and not enough reward since financial metrics are linear. New instruments should be created which will satisfy some needs of employees. For instance, the company may introduce in their rewarding systems insurance programs, health programs, vacation programs, children care programs and so forth. All of these instruments are nonlinear and they may satisfy much better the needs of the creative employees.
Absolutely right, I have heard it works successfully in TOYOTA corporation.
By the way, in case of the hotel industry, it was revealed that there is an organizational culture, "adhocracy culture, can facilitate the implementation of eco-innovation at different levels and potentiates both environmental and organizational results. It relies on flexibility in answers and availability for action. A dynamic, creative, and entrepreneurial environment in the workplace is promoted, where people can develop new ideas and are encouraged to take risks (del Rosario & René, 2017, p. 72-73)".
According to "del Rosario & René (2017, p. 75), adhocracy culture's measurement items are:
1. The leader is an entrepreneur who is always in search of new challenges.
2. Work is carried out based on the freedom for decision-making.
3. In this organization, success is described in terms of new advances in technology and services".
del Rosario, R. S. M., & René, D. P. (2017). Eco-innovation and organizational culture in the hotel industry. International Journal of Hospitality Management, 65, 71-80.
Yes,this is very crucial because without the motivation the employees will not think of innovation but they will rather concentrate on other issues that have an aspect of motivation.Most of successfully companies or sectors have invested on rewarding innovative ideas processes or research that are always produced by the employees. In addition, Innovation is mostly associated with solving existing challenges faced by either an organization or the community at large.In that case rewarding innovative ideas not only motives the employees to be more innovative but also help in solving problems within or outside an organization.
Good Day, Dariusz. There is no doubt because - in my mind - today’s accelerating information abundance and lack of adequate tools signify the presently emerging and most crucial barriers to individual and collective development. This view has been further detailed in the article below by employing the SVIDT methodology (Strengths, Vulnerability, and Intervention Assessment related to Digital Threats) for motivating a design science research project (Personal Knowledge Management Concept and Prototype System not to replace but fruitfully co-evolve with traditional organizational Knowledge Management Systems).
https://www.researchgate.net/publication/323585589 or https://www.mdpi.com/2071-1050/10/3/839
Well, if you are seeking the involment of differents organization levels and colaborators, you need desing a flexible motivation tools; a not exhaustive list can include:
- public recognition: not exist "good ideas" o "bad ideas", only exist ideas, and the "winner concepts" are the addition of multiple, varied an inusual ideas. Is a good practice make visible the conjunct of small contribution in the innovation process.
- time to innovate: people need time to innovate, time to "fast-wrong", time to experiment.
-small awards: how a fuell of the process, you can incentive the creativity with small incentives how: cinema tickets; a wine bottle; a invitation to good restaurant. Well; this small incentives are not replacement of monetary incentives, but they can contribute to keep ligth the flame.
- monetary incentives; but, in this case, I consider the group prizes are better mean to motivate the team work on the individual talent
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