How Organizational Structures Support or Impede Innovation

Organizational Structures
Organizational Structures

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How Organizational Structures Support or Impede Innovation

Organizational structures acts as the main guideline of how to run activities like supervision, coordination and task allocation. Also, it defines the flow of information in diverse levels of management (Swan, 2007, P. 177). On the other hand, innovation entails changing the organization’s processes or coming up with new ideas to improve the company’s performance.

Therefore, for change to take place, the organizational structures should be active to avoid confusion. Moreover, the management should have a positive attitude to embrace changes which occur as a result of the transformation process. Innovation depends on the employee’s flexibility, adequate information and communication systems and proper project management.

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For change to be effective, people should have knowledge about various matters. According to the epistemology of possession, knowledge is a personal property of an individual, who interprets the meaning of data according to perceptions, experiences, and previous understanding. Various people with different past experiences are likely to draw different conclusions from the same information. Since knowledge is based on an person, what individuals agree on as true is driven by those in power since their justifications often have a lot of weight.

For instance, in western medicine, clinicians who claim about the best treatments, basing their knowledge on scientific research override the competing claims which come from less powerful groups applying alternate therapies (Newell et al., 2009, P. 15). The sales persons can use support innovation by sharing ideas from customers because they are in a position to understand the customers’ needs. These thoughts help the organization to come up with better products to suit the market’s needs.

Additionally, the firm tries hard to maintain a fairly flat organizational structures to avoid many rules and regulations. Moreover, the firm did not have a human resource department, and would employ its workers formally through the word of mouth. These features help in recruiting the most competent workers because recruitment considers a person’s ability to apply his knowledge in diverse areas. Moreover, the organization ensures that there are adequate resources for implementing in all technologies to facilitate project implementation.

Organizations use ICT to carry out knowledge work. However, the human agency, physical properties of some ICTs and institution within which the people make their work influence the effect of ICT on education. Research shows that technology determines the type of organizational structure.

The organizational structures have the ability to support or impede innovation in some ways. Change starts with the management of awareness that different people possess. If workers conduct the improvements appropriately, people will learn to embrace and apply the change correctly (Camison & Villar-Lopez,204, P. 100).


Camisón, C. and Villar-López, A., 2014. Organizational innovation as an enabler of technological innovation capabilities and firm performance. Journal of Business Research, 67(1), pp.2891-2902.

Swan, J., 2007. Managing knowledge for innovation. In Rethinking knowledge management (pp. 147-169). Springer Berlin Heidelberg.

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