Question.4770 - MBA 580 Module Four Benchmark Study OverviewIn Milestone One, you recommended an innovation option (incremental or discontinuous) to the organization from the course scenario. Now that senior management of this organization has approved your recommendation, your task is to ensure your recommended innovation option gets implemented effectively and efficiently. Remember that your perspective is still that of a middle manager for one of the top U.S. producers of luxury and mass-market automobiles and trucks.In this assignment, you will read a case study and write a report that compares the organization’s innovation processes with 3M’s processes. This report will help your cross-functional team identify the organization's process gaps when implementing IoT in the product line and will help to eliminate potential process inefficiencies.PromptUsing the information in the overview above and referring to the 3M: Rethinking Innovation case study in this module’s resources, compare the organization from the course scenario with 3M and identify process gaps within the organization. Your study should include the following points:Analyze 3M’s experience for a process-based approach toward innovation.How does 3M manage innovation?What is the innovation strategy and leadership style within 3M?How does 3M enable the innovation process?Identify significant features or processes that promote innovation from the case study.How does the management team within 3M recognize and reward employees?What is the importance of permission to play within 3M?How do the 3M attributes of patience and acceptance of mistakes enhance an innovative culture?Compare the organization from the course scenario with 3M. You will need to reference the Organization Overview document when comparing the two companies.What are the differences between the two organizational structures?What is the difference in formal and informal innovation management?How does the organizational structure in each company affect communication? Why is this important to innovation?Identify the process gaps of the organization. You will need to reference the Organization Overview document when identifying process gaps.What needs to be done to make the organizational structure support innovation?What rewards could your organization utilize to motivate innovative behavior?How should your organization examine its timeline to identify ways for longer-term projects to be more successful?What to SubmitSubmit a 2- to 3-page Word document using 12-point Times New Roman font, double spacing, and one-inch margins. If references are included, they should be cited according to APA style. Consult the Shapiro Library APA Style Guide for more information on citations.
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- xxxxxxxxx Study xxxxxxxxx New xxxxxxxxx UniversityMBA xxxxxxxxxxxxx Comparing xxx Innovation xxxxxxx with xxx Organization xxxx the xxxxxx ScenarioIn xxx automobile xxxxxxxx where xxxxxxxxxx and xxxxxxx improvement xxx essential xxxxxxxxxx plays xx important xxxx in xxxxxxxxxx well xx can xxxxxx notice xxxxxxxxxxx differences xxx improvements xxxxxxx the xxxxxxxxxx strategy xx M xxx the xxxxxxxxxxxxxx processes xxxxxxx by xxx business xxxxxxxxx in xxx course xxxxxxxx M's xxxxxxxxxx strategy xx responsive xxx well-structured xxx aims xx promote xxxxxxxxxx at xxx organizational xxxxxx On xxx other xxxx in xxx course xxxxxxxx the xxxxxx related xx the xxxxxx protocols xxx the xxxxxxxxxxxx structure xx the xxxxxxxxxxxx may xxxxxxx the xxxx flow xx innovative xxxxx Riederer xxxxxxxxxx Process xx M x has xxxxxxx a xxxxxx and xxxxxxxxxxxxx innovation xxxxxxx that xxxxxxxx a xxxxxxxxxx framework xxxx a xxxxxxxxxxx to xxxxxxxxxx and xxxxx The xxxxxxxx is xxxxxx rooted xx the xxxxxxxxxxxxxx culture xx the xxxxxxx and xxxxxxxx thinking xx encouraged xxxxxxx official xxx informal xxxxxxxx Process-Based xxxxxxxxxx Methodology x stresses xxxxxxxxxxxxxxx as xxx core xx innovation xxxxxxxx Business xxx a xxxxxxxxxxxxx methodology xxxx supports xxxxxxxx developing xxx learning xxxx a xxxxxxxxxx yet xxxxxxxx approach xxxxxxxx a xxx of xxxx regarding xxxxxxxxxx by xxxxxxx free xxxx for xxx employees xx experiment xx new xxxxx without xxxx of xxxxxxx This xxxxxx of xxxxxxxx room xxx such xxxxxxxxxxx has xxxx M xxxxxxxx its xxxxxxxxxx in xxxxxxx such xx healthcare xxxxxxxxxxx and xxxxxxxxxxx with xxxxxxx principles xxxxxxx with xxx freedom xx experiment xxxxxxxx Leadership xxx Innovation xxxxxxxxxx M xxxxxxxxxx plays x critical xxxx in xxxxxxxx an xxxxxxxxxx culture xxxxxx leadership xxxxxxxx with x defined xxxxxxxxxx strategy xxxxxxx that x D xx the xxxxxx priority xxxxxxx encouraging xxxxxxxxxxx the xxxxxxxxxx of x also xxxxxxx employees xx all xxxxxx to xxxx suggestions xxxx kind xx leadership xxxxxxx an xxxxxxxxxxx that xxxxxxxxxx innovation xxx challenges xxxxxxxxx to xxxx their xxxx creative xxxxx Facilitating xxxxxxxxxx M xxxxxxx a xxx in xxxxxxxx and xxxxxxxxxxx to xxxxxxxxxx innovation xxx organization xxxxxx cross-functional xxxxxxxxxxx which xxxxx teams xxx departments xxxxxxxxx in xxx solving xx complex xxxxxx Through xxx well-known xxxxxxxxx that xxxxxxx workers xx devote x portion xx their xxxxxxx hours xx creative xxxxxxxxx M xxxxxxx fosters xxxxxxxxxx Beyond xxx routine xxxxx this xxxxxx allows xxxxxxxxx to xxxxxxxx their xxxxxxxx ideas xxxxxx and xxxxxxxxx there xx a xxxxxxxxxx of xxxxxxx a xxxxxxxx that xxxxx not xx there xx the xxxxxxxx working xxxxxxxxxxx Systems xx Recognition xxx RewardThe xxxxxxx of x to xxxxxx employees xxx contribute xx innovative xxxxx through x strong xxxxxxxxxxxxxx system xx the xxxx important xxxxxxxxx of xxx effectiveness xx promoting xxxxxxxxxx By xxxxxxxxx incentives xxxxxx recognition xx promotions x ensures xxxx people xxxxxxxxxx the xxxxxxxxx innovative xxxxxxxxx receive xxx credit xxxx deserve xxxxx from xxxxxxxxx workers xxxx recognition xxxxxxx pride xxx community xxxxx encourages xxxx innovation xxx involvement xxxxxxxxxx to xxxx M xxxxxxxx a xxxxxxx in xxxxx taking xxxxxxxx risks xx not xxxx acceptable xxx expected xxxx permission xx play xxxxxxxx ensures xxxx employees xxx take xxxxx without xxxx of xxx consequences xx failure xxxxxxxx experimentation xxx failure-based xxxxxxxx are xxxxxxxxx for xxxxxxxxx innovation xxx M xxxxxxxx this xx promoting x tolerant xxxxxxxx toward xxxxxx Being xxxxxxx and xxxxxxxxx mistakesThe xxxxxxxxxx of xxxxxx as x necessary xxxxxxxxx of xxxxxxxx is xxxxxxx distinguishing xxxxxxx of xxx innovation xxxxxxx Patience xx required xx such xx environment xx it xxxxx a xxxx time xxx unique xxxxx and xxxxxxxxxxxx to xxxx up xxx mature xxxxx M xxxxxxxx a xxxxxxx of xxxxx and xxxxx leading xx unending xxxxxxxxxx employees xxx have xxxxxx ideas xxxxxxx performing xxxxxxxxxxx Comparison xxxx the xxxxxx Scenario xxxxxxxxxxxxxxxxxxxxx critical xxxxx for xxxxxxxxxxx several xxxxxxxxxxx between xxx innovation xxxxxxx and xxx company xx the xxxxxx scenario xxx clear xxxxxxxxxxxxxx StructureGiven xxx flat xxxxxxxxxxxxxx structure xx is xxxxxxxx that xxxxxxxxx at xxx levels xxxx take xxx initiative xxx provide xxxxx for xxx projects xx contrast xxx organization xxxxxxxxx in xxx scenario xxxxxxx under x more xxxxxxxx structure xxxx rigid xxxxxxxxx often xxxxxxxxx feedback xxx the xxxx of xxxxx which xxxxxxxx communication xxx slows xxxx the xxxxxxxx process x vertical xxxxxxxxxxxx usually xxx its xxxxxxxxx concentrated xx the xxx which xxx hinder xxxxxxxxxx ideas xxx reactions xx changes xx the xxxxxx Paul xxxxxx and xxxxxxxx Innovation xxxxxxxxxxxxxxxxx formal x D xxxxxxxxx and xxxx informal xxxxxxxxxx like xxx rule xxxxx encourages xxxxxxxxxxx idea xxxxxxxxxx M xxxxxx a xxxxxxxx balance xxxxxxx formal xxx informal xxxxxxxxxx management xxxxxxx the xxxxxxx in xxxx course xxxxxxxx relies xxxxxxx on xxxxxx innovation xxxxxxxxxx which xxxxxxxxxx the xxxxxxxxxx creativity xxxxxxxxxx leading xx earth-shaking xxxxxxxxxx Employees xxx be xxxxxxxxxx to xxxxxx innovative xxxxxxxxxxx outside xxxxx mandated xxxx if xxxx informal xxxxxxxxxx route xx not xxxxxxxxxxx Paul xxxxxxxxxxxxxx ranks xx employees xx M xxxx both xxxxxxxx and xxxxxxxx communication xxxxxxxx and xxxx makes xx open xxx collaborative xxxxxxxx and xxxxxxxxxxxx promote xxxx idea xxxx and xxxxxx that xxxxxxxxx can xx found xx every xxxxx of xxxxxxxx In xxx opposite xxxx the xxxxxx scenario xxxxx to xxx a xxxxxxxx way xx communicating xxxx leads xx silos xxx stops xxxxxxxxxxx from xxxxxx up xxxx ideas xxxxxxxxx communication xx important xxx successful xxxxxxxxxx because xx helps xxxxx work xxxxxxxx share xxxxx and xxxx insightful xxxxxxxxx that xxx improve xxxxxxxx Riederer xxxxxxxxxx Process xxxxxxx comparison xxxxxxx M x innovation xxxxxxx and xxx organization xxxx the xxxxxx scenario xxxxxxx several xxxxxxx gaps xxxx need xx be xxxxxxxxx for xxx latter xx improve xxx innovation xxxxxxxx Organizational xxxxxxxxxxx would xx helpful xxx the xxxxxxx in xxx course xxxxxxxxx to xxxxx a xxxx decentralized xxxxxxxxx that xxxxxx employees xxxx many xxxxxxxxx to xxxxx ideas xxx take xxxxxx of xxxxxxxx projects xxx two xxxxxxxx of x flatter xxxxxxxxxxxxxx structure xxxx are xxxxxxxx to xxxxxxxxxx are xxxxxx decision-making xxx more xxxxxxxx collaboration xxxx Reward xxxxxxxxxxxxxxxxx in xxx company xxxx be xxxxxxxxxx through xxx establishment xx a xxxxxxxxxxxxx reward xxxxxx that xxxx recognize xxx reward xxxxxxxx activity xxxxxxxxxx career xxxxxxxxxxx opportunities xxxxxx recognition xxx performance xxxxxxx may xxxxx those xxxxxxxxx who xxxx support xxxxxxxxxx projects xx the xxxxxxx In xxxxx to xxx people xx take xxxxx and xxxxxx time xxx effort xx creative xxxxxxxxxx reward xxxxxxx are xxxxxxxxx Riederer xxxxxxx TimelinesThe xxxxxxxx needs xx look xx its xxxxxxx timelines xxxxxxx long-term xxxxxxxxxx aspirations xxxxxxxxxx goals xxx sufficient xxxxx for xxxxxxxx R x will xxxxxxx projects xxxx the xxxxx and xxxxxxx to xxxx and xxxxxxxx Employees xxxx be xxxx inclined xx take xx creative xxxxxxxxx projects xx deadlines xxx shortened xxx only xxxxxxxxx results xxx prioritized xxxxxxxxxxxxx foster xxxxxxxxxx the xxxxxxxxxxxx should xxxx a xxxx decentralized xxxxxxxxx where xxx employees xxxx the xxxxxxxxx to xxxxxx and xxxxxxxx ideas xxxxxxxxxx policies xxxx as xxx rule xxxxx be xxxxxxxxxxx to xxxx employees xxxx for xxxxxxxxxxx endeavors xxxxx would xxxxxxx spontaneous xxxxxxxxxx Improvement xx formal xxx informal xxxxxxxxxxxxx channels xx breaking xxx organizational xxxxx and xxxxxxxxxxx exchange xx ideas xxxx ensure xxxxxxxx is xxxxxx The xxxxxxx must xxxxxxx a xxxxxxxx rewards xxxxxxx which xxxxxxxx performance xxxxx public xxxxxxxxxxx and xxxxxx promotion xx appreciate xxx encourage xxxxxxxxxx ideas xxxx would xxxxxxx an xxxxxxxxxx culture xxxxx would xxxxxxx competition xxx long-term xxxxxxx Riederer xxxxxxxxxxxxxx K x Johnson x Karls x Developing x pipeline xx internal xxxxxxxxxx talent xx M xxxxx Experience xx Develop xxxxxxxxxx Talent xxx Organizations xxxxxxxx On xxx Job xxxxxxxxxxx - xxxxxxxx J x Baier x Graefe x Innovation xxxxxxxxxx An xxxxxxxx and xxxx best xxxxxxxxx C-Lab xxxxxx -More Articles From MBA-580-11555-M01 InnovStrat High-Perform
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