impact of organizational culture

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A study of the impact of organizational culture on innovation management in China technology Industry
CHAPTER 1 : INTRODUCTION
Introduction
The consideration is based on effects for the organizational culture for innovation in different service industry that is considered to be a key part for the infrastructure on communication. In China technology industry, there have been public entity that involves the changing routines if the organizations are needed to innovate and then adapt to the dynamic environment standards. The focus is on the organizational culture for better innovation in the industrial services. Here, the hypothesis is mapped and directly affected by the factors like the culture, leadership, skills and the recognition. There have been investigations about the different operations under the discussion for the organizational performance where the managers and the other practitioners are generally forced for understanding about the cultural settings. The management problems have their problems related to the culture of the society and then working towards a better and a higher performance as well. There is a gateway to the growth, transformation of economy and decreased poverty. The organizational standards include the impeding progress with gateway for a better growth, economy transformation and the decreased poverty. The major influence is towards the creativity and bringing the changes to the ideas and the products that are important for making and setting up the new tools. The innovation comes with the management as managers generally look out for better current procedures. The growth has been outlined with chaotic world where the global competition is generally forced in for remaining relevant (Shu et al., 2016). Here, the observation is about opening the procedure and the innovation process and how the industry leaders are able to adapt to the radical innovation which controls global market and then promote international competitiveness.
Research Background
The focus is on the business in a private and the public sector which generally depends on the courier of services which is considered to be a major business process for handling the direct mail advertisements. The relation management and the trends are defined as not only supportive but also help in assuring of the lower demands for the technology industry. The greater efficiency in the network and the service provision helps in approaching towards an innovative product development with proper growth of network. The business entities have not been paying attention for the innovation and entrepreneurship for generating better growth. Hence, there is a need to embrace the international cooperation under the technical and the non-technical standards. The culture has different elements where the focus is on providing better abilities to sustain and build a complete competitive advantage that depends on how the firm is able to handle the changes in the environment. The planning of innovation is done under the means to adapt to the changes, with surmounting the organizational weakness and then adding value for organizational product and services. It includes how the development is done on a positive organizational culture that helps in supporting for a better innovative product and services, which in response help in changing the market conditions under the technology industry in China. The facilities are mapped with understanding the expansion to the financial services which includes the opportunity for the future growth as well. The important factors help in generating the revenue and employees for the nation and beyond. The focus is on the services of the finance with the opportunity to grow and then plan for the revenue and employment. The services are considered to be under the influential source that helps in the social integration with understanding the technological requirements of the people and the employees.  
Problem Statement
It is seen that the organizational culture has been able to work on understanding the decision-making processes. The culture is dynamic, and the organization is involved in the program to ensure that there is a suitable culture for coping up with the changes in the industrial operations as well as the human resource policy (Peng et al., 2016). The technological changes directly affect the organization with the practices that are needed to focus on the rapid changing era. The market is about the pricing and the quality improvements which aims at adding the utility with satisfying the market or the customer wants (Shu et al., 2016). The survival is for the organization that is mainly influenced with the innovation capacity and the dynamic is for the modern business environment that requires the organization to properly set the structures and ensure about continued flow for the new ideas. The innovation management in the organization culture plays a major role. The influence of organizational culture is two-way, and there is a need to work on the different competitive standards in the world with the innovative tendencies (Wan et al., 2015). In the recent times, China has been working on emerging economic power where the competitive forms focus on the innovation and planning that forms a new product with the marketing standards.  
Research question
Q1: What are the sustainability innovativeness in regard to changing organizational culture?
Q2: What are the technology industry organizational culture factors to be incorporated to ensure the continued innovation in the company?
Q3: What are the human resource policy for the organizational culture?
Q4: Which factors could help in identifying the innovativeness in regard to change of organizational culture?
Research Objectives
To investigate the sustainability innovativeness in regard to changing organizational culture.
To investigate the technology industry organizational culture factors to be incorporated to ensure the continued innovation in the company.
To investigate the human resource policy for the organizational culture.
To investigate about the factors which could help in identifying the innovativeness in regard to change of organizational culture.
Limitation of Research
The study highlights about the different limitations where the survey is conducted in China and then there are national context limitations for the generalizability of the findings. The future research might have to be cautious to apply the findings and the scholars can easily obtain the data from different multi-national organizations for comparing the innovation mechanism for fitting in between the cultural and the economic with societal contexts. The data collection comes from one senior executive in the technology industry and there are wide applications for the strategy and culture research that are found to be limited with reflections on reality for the organization. The future research has been under the multiple source data that holds and affects the innovation performance (Noe et al., 2017). The tested hypothesis is about the cross-sectional survey data which has been limited for the empirical establishment and then planning about the fit and innovation performance as well. The longitudinal forms includes the data which is generally limited with the empirical establishment for fit and the innovation performance. This reflects on the causal relationship which includes the variables that need to be conducted. There have been limitations that are mapped with understanding the dependency to the culture and the objectives which play a major paramount role. The different innovation standards focus on the processes and the resources with measurement of the success and easy measurable elements. The companies generally devote about the lesser attention with the people-oriented standards with difficulty to measure like the values, behaviors and the organizational climate.
Scope of the study
The innovation in the service industry comes with the analysis of the influencing of the service industries where there are different theories that are reviewed for the progress and organizational competitiveness. The innovation is important, and the focus is mainly to identify the relationship between the organizational culture and innovation management. The study focuses on the human resource and culture that will encourage the change in the operational processes and helps in maintaining the old test for the operational methods with particular results. The organizational culture and innovation is mainly influenced through the human resource policy which directly effects the current human resource policy, based on the continued innovation. It also involves the improvements that aim towards adding the utility with satisfying the needs of the customers. The organization is greatly influenced by the innovation and dynamism in the modern business environment which requires the organization to set a proper structure with focusing on ensuring a continued flow for new ideas in production marketing (Wan et al., 2015).
The knowledge gap is also determined based on the forms of the innovation which directly affects the growth. The focus is on how the employees have been able to come up with the idea of the different plans and the rules that are being provided through the public service providers. The ability of the firm is to mainly innovate and enhance the creativity with better knowledge and the ability. The research includes the different courses and the self-study programs which helps in conferences and the job rotations. They are able to work on the enhancement of the ability of organization to innovate. The standards are mapped with the internal adaptation process where the leadership directly affects the creative behaviour and then influence the awareness with a climate support for innovation. The leaders are transformational with the stimulation for the followers that lead to the articulation and the compelling vision through the process. There are cases where the employees are not able to reach a higher level for the professional skills and then work on the innovative cultural contexts. The creative performance is mapped with providing the raw materials that are needed for the creative employees and the useful ideas about the products, services and the procedures. The innovative behaviour depends on the employees who try to equip new things and the right knowledge, skills and motivation for generating new and implementing better ideas as well. There have been challenging expectations about the goals and the assignment of the jobs is mapped with focusing on the needs and then handling the system rules as well. The relevant leadership behaviour is important for the improvement in the awareness where there are influences based on how one is able to support the terms with better guidelines. The poor skills among the managers and the workforce tend to hinder the innovation with the problems and procedures that are generally outliving the usefulness (Azar et al., 2017). Hence, the requirements are mapped with adapting new ways which are important for the job. Here, the study is about the organizational sectors and the public service in the technology industry that helps in working over the growth of culture and employee behaviour. The issues of the skills need to be mapped with the firms that are innovative and the culture is able to create an atmosphere where the risks taking are generally encouraged and awarded too.
Chapter Summary
The discussion is about handling the improved management with defining the integration and strategies on innovation. There is a proper research methodology and the research objectives that are needed. A literature review has been there for the next chapter to highlight about the different perspectives with the theory and the models. The research methodology helps in defining about the qualitative and quantitative approach that helps in defining and focusing on the different standards of the research study. The planning needs to be done to ensure about how the progress for the discussion is done and the operational goals are found to be reliable in line with the other innovation strategies. The adjustments are made for the special resources with operational budgeting and strategies that concerns innovation to the proper external environment setup.
CHAPTER 2 : LITERATURE REVIEW
Introduction
The dynamic environment of the business requires the organization to focus on the different standards with new business practices that includes the invention of the new system of operations. The innovation is considered to be onetime event and requires the processes to culminate for the invention of the improved system and procedures. The processes are defined for the supported research which can help in analyzing about the human resource expertise, advancement of technology and the managerial skills (Sun et al., 2017). There have been prerequisites to the invention event that is tied for the organizational culture. The focus is on concentrating over the department strengths and then focusing over the mode which failed to improve the company innovation capacity. The culture helps in driving the invention process as the employees tend to seek for more efficient and the cost friendly ways for attaining better organization objectives.
Defining the terms
Dependent Variable: Innovation Management
Considering the organizational culture and innovation, Hofstede (1991) has been documented for the human resource which is considered to be the major driver for the innovation. Here, the nurturing is through understanding the different things and planning about the stimulation of technology or the ideas (Dubey et al., 2017). The organization can be the innovation garden if the people are able to invest in the human resource and then handling the internal and external standards. The participation rules applies to harnessing the innovation where the ideas need to be embraced and planned about how the departments are able to work on implementation and embracing the innovative culture as well. The training culture helps in equipping the skills and forms the base for the innovations. The employees have a goal to work on the operational ways where there is a need to search for new and better problems with inventing the new formats for doing the things. It will also allow the applications for the divergent views and the organization will look for investing in training and widening the workers view.
Independent Variable
External Orientation: This is about understanding the different phases of planning and then focusing on the strategy concept that increase the responsiveness to the markets and the competition to think in a strategic manner. It helps in seeking and understanding the basic marketing elements with rapid change of the drivers that helps in bringing the outward focus on the competitors, customers and the suppliers. The analysis is mapped with the production cost and the facilities of manufacturing and industrial commodities. The external oriented planning has different options where the managers cannot control the decisions and the strategic business unit concepts that needs to be put into the actions (Bierwerth et al., 2015).
Organizational Climate: The organizational climate has been defined with the individual focusing on the personality that makes him completely unique. There are organization people who are able to work with the perceived perspectives by the employees about the organization that helps in serving as a major force to completely influence the behaviour. The organizational climate is about the different attributes and induced forms where the organization has to deal with the members and the environment, to form a set of attitude and the experience which is for the static characteristics. There have been enduring quality for the internal environment, with influences of the behaviour that is generally described in the terms of value and the organization is considered to be collectively focusing on the climate for stability in the work environment. The climate needs to be viewed from the system perspective where there are differences in the department for denoting the overall organizational climate. There have been unique and the district identity with enduring the quality standards and the organizational climate with individual autonomy that helps in focusing on the perceptions and extent for the organizational constraints. The individual responsibility holds the rewards and the management support for understanding the rules orientation and the closeness of supervision (Cui et al., 2015).
Flexibility: It encourages the adaptability and the creativity, where the companies are able to show the agility in the adjustment for the different internal and external processes. Here, the concepts are related to not only creation but also working on the limited restrictive processes within which the norms need to be recognized. The flexibility includes the operational elements and create only the new habits that fit the way of being. The change is important in life and is considered to be the most important factor for handling the people and then understanding the portions for focusing on the ranges from anger to excitement. This will help in identifying the reasons for the organizational changes with focusing on the rapid technological advancements along with focusing on the fast-paced changes. The organization has to work on how the different teams are able to adjust for the short-term changes in a quick manner. There are different perspectives which helps in analyzing the different product and the viewpoints. There is a need to develop the skill sets and be optimistic as it will help in focusing on the positives to stay resilient and focused at the same time. The industrial trends are set for broadening the knowledge by cross-skilling. The planning has to be done to ensure about how the strong supporting networking could be helpful for the coworkers by building the trust and offering a take on the additional tasks mainly when the colleagues are seen to be busy (Lau et al., 2015). The flexibility encourage the creativity to find the solutions for the problems and then invite the people with offering a better feedback and the suggestions that will help in focusing on the emotional intelligence sectors. One needs to focus on the core values with being open-minded for developing the skill set and be optimistic for the different reactions to situations.
Employees Empowerment: The empowerment is based on the degree of autonomy and then planning about the responsibility standards for making the decisions. This is about handling the specific tasks of the organization and then make the decisions for the lowering levels. The theoretical standards and the socio-structural perspectives are critical where the focus is on the attention of developing a redesigning of the organizational policies and practices. The approach helps in focusing on the enhancement and then planning the personal effectiveness through helping the employees and working on the sense of development, with self-determination and competency. It is important for the organizational culture in technology industry to ensure about the empowerment which can help in leading to the increased organizational responsiveness for the different issues and problems (Lim et al., 2016). It is related to increased productivity and planning that takes hold of the degree of ownership and then to make the goals achievement. The problems need to be handled where the decisions are not uniform and optimized for the organizational goals. Hence, there is a need to create and work on coordinating with the organization mainly because the decisions are decentralized and not managed. The manager and the employee relationship can be a problem with the boundaries of the authorities that can be blurred as well.
Teamwork (Independent Variable): The working is mapped with understanding the organizational culture planning which helps in focusing over the individual achievements. The planning is done to ensure about the rewarding framework that can help the company culture to build a stronger team with the effectiveness for the chances at success that is limited. The team composed the strong employees with skills and how the technically proficient members need to highlight about the varieties with strength and the skills (Zeng et al., 2017). The company needs to make sure about the communication and the collaborative approach that will involve the team members with improving the skills of problem solving and increased creativity. The teamwork payments is to appreciate the bonus and then focus on the financial incentives which can be effective for the rewards. The incentives need to be planned with handling the rewards that are for the performers who are able to get the extra rewards and ensure about the recognition received. The team success in the company with the websites and the social media is at a companywide sector where there is a need to continue and then plan for producing the quality work. It is mainly to ensure the team that they are able to receive the support for succeeding and understand the management encountering difficulties or the brainstorming solutions that can find the different ways for eliminating the barriers (Hossain, 2015).
Organizational Climate (Dependent Variable)
Considering the factors about how the company’s focus on the efforts from the research, there is a need to plan about the ways to innovation where the innovation culture is the rigid factor for the operations. The observations need to be mapped and the system requires a proper involvement of the employees where there are no departments for the cogging in the organizational machine. The workers need to understand about the planning and understanding the different forms which will be driving the invention processes and seeking efficient and the cost friendly ways for attaining objectives.
The culture is the determinant with the innovation and the organization needs to focus on progress and the stagnation that the company can be identified with. It leads to the innovative companies where the technology has to work on relying mainly on the standards that are related to the region as innovation. There are explanation of the differences in between the culture and the climate of organization where the cultural changes tend to shift the dependence from the research and development process to the open innovation. It helps in characterizing the e-business world and the management needs to work on the cultivation of innovative mindset that is found under the market readers (Chen et al., 2016). The technology industry in China has to work on different department goals which are presents the different procedures about how one can handle the prevalent culture for the departmental integration. Here, the psychological backgrounds are for the innovation and expressing the views where the human beings have the capacity for the creativity. The psychological backgrounds are for the innovation and the creativity is mapped with understanding the harnessing of the risks taking culture. The  focus is on the handling of innovation which is about the change that involves the risks and the organization craving is for the innovation.
The centralization of the organization operations is about information technology and then planning about the training sessions which needs to be planned. The innovation is about the marketing department which has valuable ideas on how the organization is able to operate and then work on the competitiveness. The human resource can help in offering the suggestions with changes or the improvement to benefit their workers and increase the profitability standards. The culture and innovation is based on the ethical issues with the focus on the conditions with the sharpening to follow the reports of the poor working conditions and the harassment of workers. The scheduling is about focusing on the small details with marketing leaders with cultural leadership that seek for improving the small details. The tendency is about the different inventions and the competitive advantage. The organizations need to work on opening the variety of ideas which is most innovative. There are cultural objectives with enabling the growth for the different alternative ideas with grow to the innovations. The ideas are related to the R&D processes which has been to work on willingness to embrace the new ideas with operations to exploits and the internal inventions (Fu et al., 2015).
The employees in the technology industry with focusing on how China is able to work on the emerging trends with electronic manufacturing. The challenges are related to the awareness with operational weakness in the system. The planning is done to ensure the employees with understanding the technology trends and then handle the operational weakness of the system processes. The open culture is when the employees have been looking for the system challenges and then encouraging the involvement with increased storage spaces. The expert involvement has been about the exploration of different ways and standards that will help in working on the awareness and the planning that involves the advancement of the microchips. The observations are related to the organization culture with human resources that helps in perceiving and explaining about the employee loyalty. The arguments are about the cultural employees who need to work on higher levels of the loyalty (Peng et al., 2016). The scenarios are involved for the innovation where the new changes are best for better interest. The organizational advancements are generally dependent on the prevalence for the culture of commitment. The technology standards are for the socially responsible culture that will help in understanding the accepted innovation which contributes for a better growth of company. The claims of the technology industry in China has been about the social responsibility and planning about how the market responds to the different products, irrespective of the innovation. Hence, there is a need to work on prevailing culture with the industry working on the innovation giant.
The measures need to be taken for the organization to handle the cultural innovation with evaluating the ways through reduced costs and increased production standards and the service provision. The organization is not experienced as it is a rest period with exploiting the ideas and the approaches for the maximized utilization. The companies need to look and favor for the advancement of the system and then work on the innovation drivers that are related to the field of operations.
Theory Application
The ability is about the focus on creativity with innovation, higher creativity and innovation. The focus is on planning about the company core capability and then planning about the superior long-term financial performance. It includes the customers who are demanding innovation with competitors working on the new technologies that enable innovation.
The Model of “Triple Spiral” is for the culture, creativity and innovation. It helps in generating a novel association with the proper attributes, planning, elements and the abstract relations which are set for the different operations (Peng et al., 2016). They are able to allow the creativity with cognitive processes that involves the individual levels. The creativity and innovation has a social dimension where the social contexts are related to the organizational culture planning. It includes the different forms of the norms, values and the standards. One of the effective standards are the Schein’s definition that highlights about the basic assumptions which needs to be learnt by the group and solved if the problems are related to the external and the internal adaptation integration process. There have been standards related to the planning and understanding the social or the normative plans which holds the cultural planning with shared system of the values, norms and the symbols. The manifested approach is through the communication and understanding the organizational culture. This helps in encompassing the norms and the procedures with different beliefs and the values, rituals and the ceremonies and the celebrations. The organizational creativity is important for the product, service and the idea to work on the different complex social systems. The creativity is defined for the cognitive processes and then involving the creativity with better ideas and innovation. The psychological perception of innovation needs to plan about the process of designing and then understanding about the organizational components procedures. This will help in understanding the product and the services with the procedures that comes from the competitors (Liu et al., 2016). The procedures are defined for the psychological perceptions where the organizational environment and the cultural significantly affect the creativity and the creative behaviour for the individual and the other teams. There have been procedures that affects the extent to which the supported solutions are able to define the:
The process of the socialization where the individual in the organization tend to learn about the acceptability and the desirable behaviour. The norms are defined for the individuals that will help in making the assumptions about the important factors with creative behaviour.
The planning is done for the organizational values and the assumptions where the beliefs are reflected, based on the structure, practices and the procedures.

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Considering the model for Barros & Prates Model, the aim is to focus on the business management where there is a need to understand about the cultural actions in a proper integrated manner. There are thinking procedures which helps in integrating with the traits and then handle the cause and effect network where the management style also helps in portraying about the multi-faceted cultural systems. The model can easily be characterized through the system which is generally about the personal and the one with the special traits. There are intersections which are for the power concentration, personals, and the expected posture where the conflict avoidance and the power concentration is mapped with the leaders and the formal subsystem planning. The conflict avoidance is to understand the articulation and planning about the special traits that help in understanding the whole system for achieving the effective change. The traits are related to paternalism, personal loyalty and the flexibility which helps in strongly highlighting on the undermining maintenance and the stability factors (Tidd et al., 2018).
Value Innovation Development Model has been set with the assurance of the growth and then focusing on the different stocks and the flow of value which could be effectively able to handle the corporate performance from different points of view. The measurement creates the risks that could lead to a problem of measuring and understanding the experiences for the conduct of critical analysis. The measurement of the activities help in producing the value innovation where the focus is on defining and understanding the enablers and processes which customer is oriented. This aims to assure about the strategic and the articulated standards which could be set through interaction of technology and then planning about encompassing the strategy and processes. The strategic dimensions holds the capacity to learn mainly from the experiences and also understand the critical analysis ability. There is a need to proceed the companies with effective implementation mechanism that will help in moving innovation from the ideas through reality. The framework is able to continue and plan about the project management, risks management and the other parallel development of the market and the technological sector. There is a need to understand about the needs and the markets of the customers who are able to follow the data collection and integration procedures which helps in defining about products and the service that offers the pricing with multi-client ownership. The gain of the profitability for the customers include the defined procedures with sales force automation process that helps in conducting the customer service and customer care in a proper manner.
Gaps in the literature
It is seen that the innovation in the organization is important and the major consideration is about the work that lies on the regional character. The limitations are related to the sizing of the survey sample, where the applications are set for the research along with handling the countries which might lead to a completely different conclusions. The other limitations are considered to be the objectives with the unified tool measuring creativity and the individual or the teams in the organizations (Tidd et al., 2018). As per the research there are different innovation drivers that have been able to work on the radical innovation and then consider about the cultural approaches which are important for the firms across the nations. With this, the employee alignments are done with the personalized values that help in focusing on the willingness to produce better and new ideas. The organizational culture works on the shared values and planning on established forms for the behaviour and activity. It helps in reflecting on the structures, policy and the practices that holds a correlation between the employee alignment with different values of organization along with the willingness to come up with the new ideas. The implementation is based on the Amabile component model for the creativity which is based on the creativity and organization. There have been dimensions to understand about the creativity and innovation where the employees look for the creative work to carry out the transformations for innovation. It helps in working on the higher level of implementation and then planning on the forms of the innovation. Here, the planning needs to be done based on the creativity and the innovation which helps in mapping to the management practices. The employees need to look for the creative working and handling the psychological standards that are able to map without any risk embarrassment and the rejection by others. The communication is important process for the team which helps in brainstorming, reverse planning and the factors are related to the processes with focusing on the innovation and creativity. The study has been about the organizational culture and the innovation which directly impacts the positive points with society bringing the constant changes that demands for the agile approach to meet the demands (Tidd et al., 2018). Hence, the personal loyalty is considered to be the dimension that holds the environmental standards and the personal relations for the workplace that is set in the background. The view of motivation and collaboration with the power concentration helps in presenting about the willingness through the traditional legal power and other hierarchical positions. The standards are mapped with the power concentration and creating a culture where the power is not concentrated. Hence, there are hierarchy subordination, with the threats of sanctions and punishment. It also includes the other variables like the knowledge, performance and the autonomy that helps in enhancing the participation. The personalism and paternalism is to keep the leaders from acquiring the power culture and then work on traditional acceptance by the members. This is related to the power balance, critical awareness and the incentives for the initiatives.
Conceptual schema
Conclusion
For the organizational culture to focus on the management of innovation, it is important that there are personal values and the processes that helps in working over the customer-oriented processes. The cases are related to the results and focusing on the innovation activities that are for moderate to the high positive relation between the personal value balance and the organizational cultural adequacy index (Walcott, 2017). The focus is on the research where the strategic management is important for the technology industry to compete and work towards the sustained competitive advantage. Here, the reflections are for the economic performance, where the capabilities are to differentiate the products and the services to gain the superior performance outcomes. The study helps in working on the positive effects and planning about the competitiveness through liberal policies (Amin (Tidd et al., 2016). The innovation is the necessity for reaching the competitive advantage and it helps in identifying the different effects of innovation on the performance of business. The resources are generic with understanding the long-term objectives and planning about how the low-cost competitors need to motivate the customers for paying a higher costs. The ideal factors are mapped with the differentiation strategy to understand the collaborative efforts, with marketing options. The technological changes and the innovation are the major drivers for the economic growth, and it is directly subjected to the innovation process. 
CHAPTER 3 : RESEARCH METHODOLOGY
Introduction
The research methodology highlights about the research on the innovation, and the working environment or the customer orientation and management support. The Corporation has been leading the manufacturing company in the technology with introducing the high technology with good quality and the guaranteed products in China. The functions are defined for producing and then providing proper lab equipment which are for building inspection. The production and then providing the vocational educational standards with mining and then providing the electronics or the telecommunication services (Fu et al., 2015). There are different dimensions for the product innovation, process and the marketing innovation. This includes the processes that are related to the reliability analysis and planning. The challenges and the goals are for the entire organization where the leadership factors are for improving the awareness in the organization. It involves the study that includes the innovative behaviour by the employees which are seen inappropriate sectors with the planning about special resources that is identified for the operational budgets.                                                                   
Research Paradigm
The research paradigm is about focusing on the kind of culture, partnership and the teamwork which is for handling the market culture and then focus on the external organizational affairs. They are for handling the higher productivity and competitiveness that holds the cultural tending to the external forms. The data analysis approach is surveyed with allowing the identification and formulation for different questions and the conclusions. The use of the descriptive analytics is effective for working on the distribution of responses for the sex and the status. As per the understanding, the sampling is done through the technique where there is a show up of the non-normal population that is able to obtain the correlation coefficients with typologies of culture and innovation (Hossain, 2015). The adhocracy dimension of the culture holds the marketing culture dimensions with the prompt of the rejection for the null hypothesis. There are recommendations based on the special concerning innovation which is responsive to the external environment and the stakeholders. The study is based on the planning with the focus on the individuals, objects and the events that will help in meeting the sample criteria that will help in working on the intention of finding. The understanding is about the total population which is set for the convenient standards with working on the study that will require the intention of finding. The study is based on the population with the convenient sampling that consists of the subjects that help in highlighting the available subjects. It includes the different total population which will help in working on the sampling and the collection of the data (Tidd et al., 2018).
Research Design
The research is based on the selected sampling which is for handling the subgroups with the stratified random sampling technique. This is based on handling the population which is divided into the subgroups and they are mainly for handling the use of the simple random sampling techniques (Lau et al., 2015). The data is studies for the qualitative and the quantitative approach which helps in highlighting on the reviewing procedures and the data collection which is done through the use of self-administered questionnaires. The testing is done through the data collection which includes the questionnaires with self-administering factors where the interview is taken and scheduled for the preparation in advance  (Wan et al., 2015). The quantitative analysis is done for the accomplishment of the tasks and the techniques like the frequencies, percentages and the pie charts are for the analysis of the present data and the qualitative techniques are for understanding the narratives, explanations and the discussions which are used. The study highlights about the organization which requires to focus on the planning and the focus is on the challenges with leadership that affects the creative behaviour which leads to influencing the awareness of the climate support of innovation. The organization needs to accumulate and then use the skills for the knowledge-based economy, where the organization needs to work with no effective communication that could be administered in between the subordinate staff and the top management (Liu et al., 2016).
Research Method or Strategy
The research method is depending upon the organizational culture with adequacy to plan about the companies and then covering the traits which are related to the different procedures. The value innovation index is where the instruments of the diagnosis helps in focusing on customer-oriented processes and the Delphi technique for gathering data. The cultural adequacy index is able to analyze the personal value balance and the value innovation model which is computed and taken into consideration for the different set of the paired data. The procedures are followed with the value innovation. In the research methodology, there have been different standards which highlights about the action research and the ethnography. It involves the changes and the management processes which are implying the diagnosis based on the planning and then handling the actions for the centralized theme process. The experimental process is applied and then survey helps in collecting the huge amount of the data which is set for the sizeable target population. The strategy is based on the deductive and the inductive approach which helps in defining about the mixed approach that is related to the development of the theoretical working. The framework also highlights on the deploring of the research strategy and the availability depending upon the amount of time (Noe et al., 2017).
Questionnaire Design 
The questionnaire designing is done to decide on the information and then plan about the different methods which are based on handling the content. The development of the question wording and then checking the length of the questionnaire is also important. There are case factors where the information needs to be collected with helping in obtaining the data from the secondary data (Lau et al., 2015). It includes the informal interviews with the target respondents who are planning to give the glimpse of reality and then understanding about the different target respondents. The questionnaires are worked upon the personal and the sensitive information which relates to providing an adequate closed, open and the open resource functions where the optional questions are worked with handling the investigation of the respondents which is an easy method as well (Tidd et al., 2018).
Population and Sample selection process
The process of the sampling includes the impact of the organizational culture which is considered to be the determinant for the innovation in the small medium enterprises. There are innovative climate and the culture which is favorable to handle the research designing for the direct survey. The instruments are related to the data collection where the questionnaires are in the form of Likert scale and the other closed ended questions. The 5-point Likert scale is employed mainly with gathering the responses and then focusing on the advantages and the disadvantages which are specific to the method of sampling. The quantitative sampling method is to define the internal determinants and then focus on the activities of the companies in the context to the staff analysis (Peng et al., 2016). The collection of the data highlights about the complicated measures with the typology for the organizational culture to the organizational innovation. The subjects include the sampling criteria with the analysis and the willingness to participate with 18 years older and more. One needs to work on the consent with parents and the guardians to participants that includes either sex or race.
The models are there to measure the typology with the organizational culture that is able to map to the innovation capability systems and the items that are dimensions that are used for the empirical studies. There are dimensions for the stability and the flexibility that needs to map with the different types of the culture and the research is also based on the organizational culture and the innovation capability for the SME development (Schuler, 2015).
Pre-test Questionnaire  
The pre-testing questionnaire is about understanding the questions and then planning about how to handle the skipped questions. There is a need to plan about how the skipped questionnaires could be worked upon with the other issue of the identical questions which might be of the different meaning based on the survey. Hence, there are some surveys which are found to be under the hesitation with the indication of the problems. The debriefing respondents are considered to be handling the different question types and the research is based on the training in the survey research (Shu et al., 2016). The data collection instruments that are defined for the questionnaire with the self-report that helps in defining the forms with the ensured forms and the higher response rate which are related to the questionnaire with the distribution to the respondents with the opportunity. The advantages is based on the questionnaire with the weakness that includes the questions that are related to the validity and the accuracy. The questionnaire is based on the collecting the data with the focus on the standards of the closed ended questions with providing the diversified details and the open-ended questions that are subjected with response to writing. The open ended questions includes the allowing on the subjects with the respond with the questions. The closed ended questions includes the administering and then properly analyzing the sense for the respondent with the complete with more closed ended items. The questionnaires are mainly in English which will help in understanding about the sentences and the age, level of education and the income and the gender. The research is about the interpretation of the results with understanding the different forms of the guides that are important for the chosen responses (Wan et al., 2015).
Reliability & Validity
Considering the data analysis, there have been measures which are taken for the internal consistency of the test or the scale. It is for describing about the extent of the items which are able to test the measures and then construct the connections with the inter-relatedness of the items in the test. The lower thresholds are defined through handling the different organizational culture where the research is about the exploratory factor analysis. Here, the focus is on planning about the data reduction and the summarization that helps in determining on the common factors. It directly influences the indicator analysis which helps in measuring the convergence of the variables. The strategy is to map with the management support where the companies need to encourage about the marketing innovation and the proper organizational results. Here, the customer orientation comes with contributing the product, process and the marketing innovation where there are company values and interaction in between the subordinates (Sun et al., 2017).  The data collection procedures are based on the research with handling the descriptions.
The reliability is about the degree of consistency that is important for the instrument measures with the attribute that is designed to be measured. The reliability is based on the coefficients with the main scale research with the questionnaires that are set for the organizational culture scale and innovativeness scale. The variable analysis is based on mapping the procedures with inter-item correlation with the multiple correlation that is for the impairing of the scale reliability process. The explanatory with the factor analysis procedures includes the results that help in analyzing the data which is set for the principle factor analysis with identifying the factor components (Zheng et al., 2017). The standards are set with the innovativeness scale with the three items. The reliability is based on standards and the innovativeness that helps in examining the criteria and then working over the statistical normal. The validity is based on the reliability of items with the research scale with the handling of confirmatory factor analysis procedures that is not applied. 
Conclusion
With the innovation, the companies are focusing mainly on the resources to plan about the processes and the success measurements. The companies often devote to the less attention which is paid to the people-oriented determinants and the culture of innovation like the values, behaviors and the organizational climate (Zeng et al., 2017). There are values and the people behaviour which is considered to be set in the climate of the workplace which is elusive and difficult to control as well. The organizational culture is favorable to the development for the innovative activity. There are different factors related to the enhancement of the innovation which helps in defining about the corporation where there are no hesitation for sharing the innovation ideas. The promotion of the staff is about handling the valuable areas and the ideas to balance the time in between the working and the thinking (Shu et al., 2016). The limitations and the study is conducted through focusing on the impact of the organizational culture which also includes the innovative performance activities.
CHAPTER 4 : PRESENTATION OF FINDINGS
Key results

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The study highlights about the global business where there are employees who are mainly motivated by focusing on how the best talented employees are able to come up with the higher employee and the staff turnover with the factor that the organization has more staff. The look is for the employment and then determining the identified operational budgets which are considered to be including the responsiveness to the different external environment and the stakeholder development. The participation rules applies to harnessing the innovation where the ideas need to be embraced and planned about how the departments are able to work on implementation and embracing the innovative culture as well (Weng et al., 2017). The flexibility encourage the creativity to find the solutions for the problems and then invite the people with offering a better feedback and the suggestions that will help in focusing on the emotional intelligence sectors. It helps in seeking and understanding the basic marketing elements with rapid change of the drivers that helps in bringing the outward focus on the competitors, customers and the suppliers. The analysis is mapped with the production cost and the facilities of manufacturing and industrial commodities. One needs to focus on the core values with being open-minded for developing the skill set and be optimistic for the different reactions to situations (Huang et al., 2017).
The employees have a goal to work on the operational ways where there is a need to search for new and better problems with inventing the new formats for doing the things. The climate needs to be viewed from the system perspective where there are differences in the department for denoting the overall organizational climate. There have been unique and the district identity with enduring the quality standards and the organizational climate with individual autonomy that helps in focusing on the perceptions and extent for the organizational constraints. It will also allow the applications for the divergent views and the organization will look for investing in training and widening the workers view (Imran et al., 2016). It encourages the adaptability and the creativity, where the companies are able to show the agility in the adjustment for the different internal and external processes. Here, the concepts are related to not only creation but also working on the limited restrictive processes within which the norms need to be recognized. The organization has to work on how the different teams are able to adjust for the short-term changes in a quick manner (Naqshbandi et al., 2015).
Figure 1
Figure 2
Figure 3
There are different perspectives which helps in analyzing the different product and the viewpoints. There is a need to develop the skill sets and be optimistic as it will help in focusing on the positives to stay resilient and focused at the same time. The industrial trends are set for broadening the knowledge by cross-skilling. The approach helps in focusing on the enhancement and then planning the personal effectiveness through helping the employees and working on the sense of development, with self-determination and competency (Parnell et al., 2015). The manager and the employee relationship can be a problem with the boundaries of the authorities that can be blurred as well. It is important for the organizational culture in technology industry to ensure about the empowerment. The study highlights about the organizational culture dimensions where the innovation is based on the organizational culture development which will help in mapping to the innovation capability and understanding about the plinks that are in between the culture of enterprise dimensions and the innovation (Ruff, 2015). It helps in highlighting on the performances and the organization standards that holds to work towards the constructive flexibility which will include the dimensions that relates to the culture planning and the capability for the enhanced growth. The standards are defined for the dimensions correlation which includes how the organizational culture and the innovation capability is able to work on the different social effects (Wamba et al., 2017).
Discussion of Findings
Table 1
Descriptive Statistics
 
N
Range
Minimum
Maximum
Sum
Mean
Std. Deviation
Variance
Skewness
Kurtosis
Statistic
Statistic
Statistic
Statistic
Statistic
Statistic
Std. Error
Statistic
Statistic
Statistic
Std. Error
Statistic
Std. Error
@1991
813
6996231485822.290000000000000
-16692073299.999900000000000
6979539412522.290000000000000
47346990752415.220000000000000
58237380999.280710000000000
12828648768.707516000000000
365785248970.881650000000000
133798848364689880000000.000
11.391
.086
175.208
.171
@1992
867
7990007883814.020000000000000
-18245731049.999800000000000
7971762152764.020000000000000
56438512120091.086000000000000
65096323091.223860000000000
14115094203.386097000000000
415617025336.056340000000000
172737511749192070000000.000
11.231
.083
170.310
.166
@1993
854
9171839498706.400000000000000
-94587169600.000000000000000
9077252329106.400000000000000
69550213151440.030000000000000
81440530622.295120000000000
17439577638.657894000000000
509641632380.459100000000000
259734593455419030000000.000
10.132
.084
135.572
.167
@1994
852
10293816710719.200000000000000
-31787000000.000000000000000
10262029710719.200000000000000
86644340264299.480000000000000
101695235051.994700000000000
21278134672.075153000000000
621088303612.914300000000000
385750680884767600000000.000
9.321
.084
110.410
.167
@1996
919
12619455394522.299000000000000
-103403705399.999000000000000
12516051689122.300000000000000
169103325786021.250000000000000
184007971475.539980000000000
33898716456.421085000000000
1027640022684.993500000000000
1056044016224014000000000.000
7.889
.081
71.644
.161
@1997
910
13762597760918.900000000000000
-91218223569.999400000000000
13671379537348.900000000000000
186724413786611.250000000000000
205191663501.770600000000000
37748484971.876960000000000
1138728583588.529500000000000
1296702787081539000000000.000
7.799
.081
69.542
.162
@1998
881
14880684389201.100000000000000
-137794906340.000000000000000
14742889482861.100000000000000
201197022299351.340000000000000
228373464584.961800000000000
42396635471.352400000000000
1258401847612.732400000000000
1583575210075138800000000.000
7.684
.082
66.984
.165
@1999
879
15993087830625.598000000000000
-119789335479.999000000000000
15873298495145.600000000000000
217414866029956.250000000000000
247343419829.301760000000000
46247845595.389820000000000
1371153081288.519000000000000
1880060772327000400000000.000
7.710
.082
67.077
.165
@2001
925
18816109134249.700000000000000
-158697059750.000000000000000
18657412074499.700000000000000
265847367604990.220000000000000
287402559572.962400000000000
53415534256.129860000000000
1624570051545.238500000000000
2639227852377699300000000.000
7.828
.080
68.599
.161
@2002
968
20484655304443.500000000000000
-123700990990.000000000000000
20360954313453.500000000000000
295833183873576.100000000000000
305612793257.826600000000000
56957140001.161810000000000
1772090316999.775400000000000
3140304091604364000000000.000
8.029
.079
71.923
.157
@2018
376
196884586539864.00000000000000
-339450000000.00000000000000
196545136539864.00000000000000
1242026868571772.80000000000000
3303262948329.182600000000000
889045713655.629300000000000
17239235993642.879000000000000
297191257644512160000000000.000
8.094
.126
76.021
.251
Valid N (listwise)
299
 
 
 
 
 
 
 
 
 
 
 
 
In the table 1, the descriptions and statistics of all the variables has been shown and calculated. The details of the variable, like range, minimum, maximum, sum, mean, standard deviation etc. has been calculated and tabulated.
Table 2
ANOVA
 
Sum of Squares
df
Mean Square
F
Sig.
@2001
Between Groups
2431784862588535600000000000.000
792
3070435432561282400000000.000
220630000.542
.000
Within Groups
765416980357619710.000
55
13916672370138540.000
 
 
Total
2431784863353952700000000000.000
847
 
 
 
@2002
Between Groups
3025321506992013000000000000.000
803
3767523669977600000000000.000
8424006791.336
.000
Within Groups
24598009828515612.000
55
447236542336647.500
 
 
Total
3025321507016611000000000000.000
858
 
 
 
@2018
Between Groups
108212898276140380000000000000.000
309
350203554291716440000000000.000
.
.
Within Groups
.000
2
.000
 
 
Total
108212898276140380000000000000.000
311
 
 
 
In the table 2 above, the ANOVA has been calculated for the data. The variables which has been considered for the ANOVA has been shown, and the output result for the ANOVA with their parameters has been expressed.
The study focus on the employees and how the technology industry in China has been able to influence the higher authority. It is working with the different assignments and the jobs which are related to the individuals and the public service sector. The planning is done for the high culture innovation where the demands need to be defined for the organizational leaders who require to handle the challenges and then plan on the different forms and perspectives. Hence, the requirements are mapped with adapting new ways which are important for the job. Here, the study is about the organizational sectors and the public service in the technology industry that helps in working over the growth of culture and employee behaviour (Visnjic et al., 2016). The study highlights about the awareness based on the support of innovation, where there are services and the modern ways that are for encouraging the employees for taking the initiatives which needs to be handled depending upon the traits that includes the facing of the business challenges. The research includes the different courses and the self-study programs which helps in conferences and the job rotations. They are able to work on the enhancement of the ability of organization to innovate. The standards are mapped with the internal adaptation process where the leadership directly affects the creative behaviour and then influence the awareness with a climate support for innovation. The modern ways are to encourage the employees and then work on the obedience and the dependence factors. The organization works on the service providers with the need to properly accumulate and then plan about the use of the skills that will help in triggering and understanding about the innovative culture (Ozkaya et al., 2015). The approaches are based on the knowledge-based economy where there are transformational leaders who are not effectively able to communicate in between the staff of the subordinate and the other management factors. The implementation needs to be done for the different challenges and how the public service sectors are involved with handling the skills and the efficiency sectors for the knowledge-based economy. The innovative behaviour depends on the employees who try to equip new things and the right knowledge, skills and motivation for generating new and implementing better ideas as well. There have been challenging expectations about the goals and the assignment of the jobs is mapped with focusing on the needs and then handling the system rules as well. The technological industry in China has been also working on the innovation which is set through the use of the skills and then working over the forms which will help in highlighting about the need of innovation and working over the enhancement of the communication. The support comes up with the proper and the new ideas which are important for the external sources (Bai et al., 2015).  It works on handling the discussions with the implementation of the new challenges. The effectiveness is supported through the use of the devolution of structural practices and the other self-study programs. The planning needs to be done to ensure about how the progress for the discussion is done and the operational goals are found to be reliable in line with the other innovation strategies. The adjustments are made for the special resources with operational budgeting and strategies. They are important for the proper willingness to share the opinions as well. The response helps in indicating about how the employees are able to work on the different sectors and then plan about the objectives which are relevant to the procedural planning and the rules which are provided by the public sector as well. The ability of the firm is to focus on innovation and then enhance the creativity with the ability to work on different external courses, self-study programs and the conferences (Hobbs et al., 2017). The rotation in the job is the way where there are means to enhance the ability of the organization. It works on the standards where the leadership patterns help in analyzing the decision-making process and then using the willingness to share the different integrated standards. The response helps in indicating the challenges and the factors related to the planning and ruling. It will help in defining the standards that are directly involved with the integration of the organization and the research planning. There are external courses and the other programs which helps in focusing on the enhancement of the ability of organization to work with innovation. The realization is about how the approaches help in leading towards the completely different way for the internal adaptation process. The employees are able to apply the different principles for the innovation and then work on creative behaviour where the influence is mainly on the followers who are able to work on the stimulation procedures as well. The articulation is defined through understanding the needs and the performance of the employees. It helps in working over the innovative behaviour that depends on the primary generation and the implementation for the different and new ideas. The observations need to be mapped and the system requires a proper involvement of the employees where there are no departments for the cogging in the organizational machine (Deresky, 2017). The workers need to understand about the planning and understanding the different forms.
There is a need to understand about the social effects which have been directly implied by the research that includes the cultural changes and how one is able to directly influence the organizational approaches. The company needs to make sure about the communication and the collaborative approach that will involve the team members with improving the skills of problem solving and increased creativity. According to the research, the focus is on the positive impact of the innovation which impacts the performance of the business. Here, the employees need to work on handling the quantitative performance where the product innovation is offered and then worked upon using the procedural and the other behavioural standards. The evaluation of the study is defined for the organizational culture and performance which has been emerging over the time period. It helps in focusing on the empirical evidences and the research stream for innovation that includes the proof about how the externally oriented culture is able to work on the analysis of the data and the better outcomes as well (Holmes et al., 2016). The teamwork payments is to appreciate the bonus and then focus on the financial incentives which can be effective for the rewards. There are stronger procedures of the societal culture which influence the organization and the innovation process. Hence, the strategic objectives are important to work on the different effects in the different locality that limits the range with the deviations to hold on the survey that includes the cultural depending as well. The dependency is defined for the organization culture and the key factor for the single organization that holds the same survey which also helps in working towards the proper focus on the resources and the success measurements (Seeck et al., 2017). The incentives need to be planned with handling the rewards that are for the performers who are able to get the extra rewards and ensure about the recognition received. The team success in the company with the websites and the social media is at a companywide sector. It is mainly to ensure the team that they are able to receive the support for succeeding and understand the management encountering difficulties or the brainstorming solutions that can find the different ways for eliminating the barriers (Cai et al., 2016).  
4.3        Summary of Findings
Here, the focus has been of the impact of organization on the innovation where there are different segments with different product and service development activities. Here, the customer-oriented procedures are defined with focusing on the profile and understanding about the association patterns that help in determining the view of the person. The criteria is defined through handling the differences which directly affect the management techniques. Hence, one needs to work on carrying out the procedures which are reflecting the characteristics of the local culture in the organocation. The study is also to seek and create a better methodology to work on the current standards and how it is able to work on adapting the company for the external environment. The internal integration is done for the organizational performance where the problems generally highlights about the data and the forms related to the contribution for the strategic planning. Hence, the culture involves the flexibility with facing problems that are related to the uncertainty problems. The planning needs to be done for the internal analysis where there are preparedness of methodology to measure the elements (Ramirez et al., 2018). The scientific and the religious system is able to help in building through the symbols which will not only distinguish with the different group members but also the organizational cultural actions model will be controlled for business management. The model involves the discussion about how the cultural actions need to be taken for handling the business with understanding the common cultural traits that are affecting the conflicts and the distributed power concentration. The conflict avoidance is mainly to work on the strategic approaches where the critical analysis ability is to move the innovations and opportunity through reality. The framework will help in continued development with required skills for the project development and focusing on the innovation management as well. The norms are defined for the individuals that will help in making the assumptions about the important factors with creative behaviour (Fores et al., 2016). The planning is done for the organizational values and the assumptions where the beliefs are reflected, based on the structure. The dimensions need to be mapped with understanding about the learning processes which concerns about how the operations are shared through properly focusing on the problem identification and the solving processes. Hence, for gaining the profitable customers, there is a need to consider the multi-channel management, with e-commerce and the sales force automation process. It will help in retaining the profitable customers with following the assessments that are based on the customer services and customer care. The creativity and innovation has a social dimension where the social contexts are related to the organizational culture planning. It includes the different forms of the norms, values and the standards. The loyalty programs and the customer satisfaction includes the processes that are for the enablers and process where the developmental model will be showing the current profile of the company as well. The technological changes directly affect the organization with the practices that are needed to focus on the rapid changing era. The market is about the pricing and the quality improvements which aims at adding the utility with satisfying the market or the customer wants (Block et al., 2017). The different innovation standards focus on the processes and the resources with measurement of the success and easy measurable elements. The organizational creativity is important for the product, service and the idea to work on the different complex social systems. The creativity is defined for the cognitive processes and then involving the creativity with better ideas and innovation. The companies generally devote about the lesser attention with the people-oriented standards with difficulty to measure like the values, behaviors and the organizational climate. Here, the psychological backgrounds are for the innovation and expressing the views where the human beings have the capacity for the creativity. The psychological backgrounds are for the innovation and the creativity is mapped with understanding the harnessing of the risks taking culture (Tidd et al., 2018).
The thought procedures for the organization innovative activities include the competitiveness and the pro-innovation organization. This will help in determining about the market competitive standards as well. Here, the focus is on the combined factors of the organization relationship that helps in working over the large companies that is considered to be the best care for the workstations. It will allow the companies to take the complete equipment care and then allow the flexibility of the employees to properly access and then work on the social benefits where there are rewards for handling the extra working or the improvement standards. The employees for the enterprises also need to support and make best use of the intellectual qualities with accessing the social facilities and the systems to evaluate the work that is highly recommended. The human resource can help in offering the suggestions with changes or the improvement to benefit their workers and increase the profitability standards. The culture and innovation is based on the ethical issues with the focus on the conditions with the sharpening to follow the reports of the poor working conditions and the harassment of workers. The organizations need to work on opening the variety of ideas which is most innovative. The strategic dimensions holds the capacity to learn mainly from the experiences and also understand the critical analysis ability. The measurement creates the risks that could lead to a problem of measuring and understanding the experiences for the conduct of critical analysis (Block et al., 2017). The measurement of the activities help in producing the value innovation where the focus is on defining and understanding the enablers and processes which customer is oriented. There are cultural objectives with enabling the growth for the different alternative ideas with grow to the innovations. The planning is done to ensure the employees with understanding the technology trends and then handle the operational weakness of the system processes. The open culture is when the employees have been looking for the system challenges and then encouraging the involvement with increased storage spaces. The framework is able to continue and plan about the project management, risks management and the other parallel development of the market and the technological sector. The gain of the profitability for the customers include the defined procedures with sales force automation process that helps in conducting the customer service and customer care in a proper manner. The observations are related to the organization culture with human resources that helps in perceiving and explaining about the employee loyalty. The arguments are about the cultural employees who need to work on higher levels of the loyalty. The traits are related to paternalism, personal loyalty and the flexibility which helps in strongly highlighting on the undermining maintenance and the stability factors. The companies need to look and favor for the advancement of the system and then work on the innovation drivers that are related to the field of operations. With this, the employee alignments are done with the personalized values that help in focusing on the willingness to produce better and new ideas. The organizational culture works on the shared values and planning on established forms for the behaviour and activity. The features highlight about the innovation-oriented culture to make the change where the employees are generally willing the risks with entailing factors and then working over the forms of changing the jobs. The job guarantee is about implying the flexible needs and then plan about the adjustment procedures as well (Jain et al., 2015). With this, there is also a need to understand the requirement of the innovation plan where the employees are reluctant for implementing the innovation or bringing the change. The outcomes are defined for the data that is collected at a local level. Hence, it involves the study of the quantitative method where the cross-sectional approach is used for the collection of data. The approach is adapted which could be used by the researchers in future. There are intersections which are for the power concentration, personals, and the expected posture where the conflict avoidance and the power concentration is mapped with the leaders and the formal subsystem planning (Tidd et al., 2018).
5.0 CHAPTER 5: CONCLUSION & RECOMMENDATIONS 2,000 words
5.1       Overall Summary of findings
Considering the standards, the study highlights about the research which have a major imbalance on the personal value profile, where there are problems related to the political orientation and how one is able to process the major influence of people. The leadership standards can be explained through handling the casual approach to authority where the political values are associated to understanding about the majority of citizens. The understanding is about how the leaders work with the different traits with responsible influence and people centered approach. This helps in showing the coherence that is mainly in between the attitude and actions that is able to lead the process of assuring a better progress. The cultural aspects for the results help in properly analyzing and indicating the respondent trait which is based on the model and the study. The flexibility is defined through showing a greater preponderance that helps in defining about the great capacity to adapt to the different environmental circumstances. There are undergoing of the constant and the fast changes which demands about how the organizations are agile to meet the demands for the environment (Trevino et al., 2016). The power concentration is present where the executives generally impose the traditional legal power with handling the hierarchical positions. It directly leads to creating the difficulties for releasing the new ideas and the innovation. There are certain undesirable traits which could be seen in personalism. The moderate preponderance has been to work on the personal loyalty where the actions need to reduce the negative aspects of the culture where the environmental research organizations have to be worked upon. The power concentration is about creating a proper culture where the power is not concentrated, and the executive authority is not only for the rationalized legal power but also for the on-hierarchy subordination process. The enhancement of participation, performance and the autonomy is to measure the personality to deal with the subordinates and then keeping the leaders from mainly focusing on the relationships. The paternalism keep the leaders from acquiring any of the hierarchical forms with the members working on creating a dependence for the lesser degree of freedom and less autonomy process for the group. Here, the practices involves the power balance and the critical awareness about the incentives which are for a better and a greater freedom that holds the autonomy to act and then handle the responsible acts (Li et al., 2016). The formalism culture includes the way where the company has to follow with the different norms and regulations. The practices have been set down with avoiding the nepotism problems, favoritism and the corruption. The conflict avoidance culture is based on the cultural dynamics where the speed of change demands for the companies to properly adapt to the different environmental conditions and then remain agile for the adjustments with the internal and the external processes. The study includes the different larger spaces for the improvement where the innovation is for the different kinds of the processes and the products. The procedures involve the building of the capability with the sustainable competitiveness and the advantages help in demonstrating about the changes in the environment along with the ability to work on the different products and services. The approach is based on the innovative development of the product where there are business entities are not paid complete attention for the innovation and the entrepreneurship for a better growth. This involves the embracing of the role with the technical and the non-technical innovation that needs to be worked upon with the different cultural elements (Eesley et al., 2016). There is a need to serve the supplements where the organization ability is to focus on the perspectives that help in building and sustaining the competitive advantages. The additional value to the organizational product and services requires to focus on the services which is considered to be the influential source for the social integration. It helps in setting the key pillar for the economic and the social development. With the changing time, the technology industry has been able to work on the use of the different assets and the resources for generating the revenue. It is able to handle the different ability of the organization to work for the innovation standards in an effective manner (Foss et al., 2017).
5.2       Limitation of Study
The limitations are related to setting the higher challenges which are found when there are expectations and the goals set for the entire organization. The assignment of the jobs is for the individual where there is a need to focus on planning the different system rules. It works on the leadership behaviour with the improvement of the awareness and the organization. The planning needs to be done on how the employees are able to work in the most influenced manner. This way the leaders are able to provide with the better support and then give a clear direction as well. The poor skills need to be handled among the managers with the workforce hindering the innovation through insisting on the different rules, and the procedures which have been outliving for the usefulness. The style of leadership is a major requirement that includes the employee innovative behaviour. The leaders need to adapt for deciding the ways which are important and applicable for the job procedures as well. The study highlights about the different organizational culture procedures where the service sector needs to highlight on perceiving the information and then working on the environmental standards. The relationship is mainly in between the culture and the behaviour which helps in demonstrating on the roles and the perceptions to explain the cultural interpretation with use of the visible behavioural patterns. The study includes the factors where the public service sector does not tend to encourage the employees for the improvement of the performance and the development of the skills. Hence, the study is based on how one is able to operate and handle the lens of the role operations and the perceptions. The issues of the skills and the awareness of the study helps in defining about the business growth and the procedures. The management problems have their problems related to the culture of the society and then working towards a better and a higher performance as well. There is a gateway to the growth, transformation of economy and decreased poverty (Al-Dhaafri et al., 2016). The organizational standards include the impeding progress with gateway for a better growth, economy transformation and the decreased poverty. The major influence is towards the creativity and bringing the changes to the ideas and the products that are important for making and setting up the new tools. The innovation comes with the management as managers generally look out for better current procedures. The growth has been outlined with chaotic world where the global competition is generally forced in for remaining relevant.
5.3       Future Study Recommendations 
The recommendations are related to the conclusions and the instruments where the research is related to how the business realities need to be carried with the proper characteristics, technology and the system of management. The sample investigation helps in handling the unstable correlation statistics where the further study can involve the larger number of samples with the different categories of the executives and the sector that is highly recommended as well. It is important for the organization to focus on the different achievement of the innovative competencies. This will be important for the growth and then bringing the changes which are defined through handling the internal and the operational goals which are mainly reliable in line. The focus is on handling the adjustments for the entire organization along with elaborating the procedures and then planning about the adjustments for the entire organization as well. The adjustments need to be done for ensuring the identified sectors and the operational budget planning. The strategies generally includes the concern about the innovation with the responsiveness that is based on handling the external environment and the stakeholders. The public service sector involves the sharing of the skills and the awareness that helps in creating the benefits that are based on the capturing of the knowledge (Todd et al., 2018). It helps in defining the motivational development and the leaders are able to focus on exercising the plans for the better accomplishment of the personal goals. The relationship is mainly for the leadership and the motivation that can help in improving the perspectives in admirers and the leadership which highly satisfy the needs of the people and the attributes of the admirers. The planning of innovation is done under the means to adapt to the changes, with surmounting the organizational weakness and then adding value for organizational product and services. It includes how the development is done on a positive organizational culture that helps in supporting for a better innovative product and services, which in response help in changing the market conditions under the technology industry in China (Martensson et al., 2016).
5.4       Summary & future research
There is a need to focus on the institutional dimension procedures that help in articulating the forms and looking for the profiles in a better leadership style. The leaders need to work on the discourse of networking which is not set through the expertise and the traits are highlighted as well. The network is involving the way where the people tend to solve the problems with obtaining the privileges in a better manner. The imposition is about handling the leaders with developing and avoiding the rupture problems that helps in seeking and attaining the maximum benefits with the minimized costs. The procedures are for the distribution that tends to be depending upon how the parties are conditioned (Foss et al., 2017). The paternalism exists with understanding the value complementing each other. The freedom and the degree of autonomy has been effectively able to help with the different dynamic procedures for the institutional subsystem where there are power concentration that is inducing the traits with handling the guarantee for a better relationship and planning. The institutional subsystem looks for the maintenance and the stability for the entire cultural action system. The organization needs to work on operating and then planning about the different identified discussions that are made for the organizational performances. It is relevant to the performance which needs to be done in an effective manner. The innovation has been a major gateway that directly affects the creativity for promoting the new and better relevant ideas or the products. There are upgradation processes for handling the better economic activities that are important for the setup of the new tools. The study helps in defining about the competitive influence innovation management and then looking for the options that are related to the current procedures as well. With this, the major options are related to working on the forms and the standards that hold a lower demand for the core services which have been provided by the different networks (Tedd et al., 2018). The business entities needs to understand about the organizational perspectives and how the embracement of the international cooperation will help in the technical and the non-technical innovation process.
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Appendix
Questionnaire
Section A: Demographic Profile. Kindly tick in the appropriate box
Gender
Male
Female
Age
18-25 years
25-35 years
36 to 42 years
More than 42 years old.
Nationality
Malaysian
Chinese
Indian
Other_________
Martial Status
Single
Married
Others________
Section B: Variables selected. Kindly tick in the appropriate box
External Orientation
SNo.
Questions
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
1
Focusing on the processes to manage new products from idea to launch
1
2
3
4
5
2
Handling effective mechanism for marketing
1
2
3
4
5
3
Effective management process change from idea
1
2
3
4
5
4
Searching new product ideas
1
2
3
4
5
Flexibility
SNo.
Questions
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
1
Working on the organization structure
1
2
3
4
5
2
Suggesting the ideas for the improvement
1
2
3
4
5
3
Understanding the adaptability to change
1
2
3
4
5
4
Working on the rewards and the recognition system.
1
2
3
4
5
Teamwork
SNo.
Questions
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
1
We have win-win relationship with suppliers
1
2
3
4
5
2
A proper understanding on the needs and end users
1
2
3
4
5
3
Close relationship and new concepts.
1
2
3
4
5
4
Collaborating with firms for developing new products.
1
2
3
4
5
Employee Empowerment
SNo.
Questions
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
1
Focusing on the innovation and the distinctive competencies.
1
2
3
4
5
2
The structured way for forecasting tolls and techniques
1
2
3
4
5
3
Handling the top management commitment for innovation
1
2
3
4
5
4
Clear link for the projects to carry business.
1
2
3
4
5
Organizational Climate
SNo.
Questions
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
1
Industry understand the power of the hierarchy subordination
1
2
3
4
5
2
Under my leadership the people are motivated with discourse
1
2
3
4
5
3
I need to carry work without freedom of action and autonomy.
1
2
3
4
5
4
The greater importance is for the group than the company
1
2
3
4
5
Innovation Management
SNo.
Questions
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
1
Exerting leadership without any much questioning.
1
2
3
4
5
2
Handling the management flexibility styles which are for cooperating among sectors.
1
2
3
4
5
3
Focusing on the situations when the norms are allowed partly.
1
2
3
4
5
4
Exerting leadership with little initiative.
1
2
3
4
5

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