نوع مقاله : مقاله پژوهشی

نویسندگان

گروه مدیریت، دانشگاه صنعتی شاهرود، سمنان، ایران.

10.22105/imos.2021.289339.1105

چکیده

هدف: توسعه نوآوری شاخص معمولاً مستلزم کار با بازارها و فن‌آوری‌های جدید است که سطوح بالایی از عدم اطمینان و ریسک را به همراه دارد. توسعه نوآوری‌های شاخص به دلیل عدم قطعیت بالا منجر به افزایش بروز مسائل پیش‌بینی‌نشده می‌شود. انگیزه بخشی به کارکنان یک چالش مهم در رشد شرکت‌های بزرگ شناسایی‌شده است. این مقاله به بررسی روش‌های انگیزه دهی مدیران به کارکنان در راستای نوآوری شاخص می‌پردازد. مدیریت عوامل انگیزه‌بخش ساختاریافته (سازمانی) سهم مهمی در پرورش نوآوری شاخص دارد.
مدل پژوهش: این مطالعه یک مدل نظری در حوزه مدیریت عوامل انگیزه‌بخش سازمانی به‌منظور توسعه نوآوری شاخص ارائه می‌کند. مدل آزمون شده و با بررسی موردی چهار شرکت به‌تفصیل شرح و بسط داده‌شده است.
یافته‌ها: یافته‌ها نشان می‌دهد که مدیران می‌توانند بر سطح اولیه انگیزش افراد تأثیر بگذارند که به موفقیت در انجام وظایف، ایجاد توسعه‌یافتگی همراه با بزرگ‌تر شدن اهداف افراد در سازمان و حمایت سازمانی می‌انجامد. حوزه انگیزش را می‌توان در سه سطح مختلف: افراد، تیم‌های پروژه‌ای و سازمان طبقه‌بندی کرد.
اصالت/ارزش افزوده علمی:  براساس نتایج این پژوهش می‌توان بیان داشت استفاده از مهارت‌ها و توانایی در انجام وظایف شغلی افراد و ارتقای نوآوری عملکردی آن‌ها موثر باشد.

کلیدواژه‌ها

عنوان مقاله [English]

The Model of Managing Organizational Motivation Factors in the Development of Individual Innovation (Case Study: 4 Companies in Mashad Toos Industrial City)

نویسندگان [English]

  • ٍEhsan Lotfi
  • Saeed Aibaghi Isfahani

Department of Management, Shahrood University of Technology, Semnan, Iran.

چکیده [English]

Purpose: Developing radical innovation usually involves working with new markets and technologies, which brings high levels of uncertainty and risk. Developing personal innovations due to high uncertainty results in unforeseen problems and happenings. The motivation of employees who are in the direction of conservatism rather than innovation is an important challenge in the growth of big corporates. This study examines how managers motivate individuals to innovate in a radical way. Therefore, managing the motivating factors of the individual sector has an important contribution to radical innovation capability.
 Methodology: This research presents a theoretical model of managing personal motivation in individual innovation development. The model is tested and analyzed by investigating four present companies.
Findings: The findings show managers can have impact on initial level of individual motivation and can effect development tasks’ success by assigning external aims and providing organizational support. These methods could be found in different levels: personal, project teams, and the organization.
Originality/Value:  Based on the results of this study, it can be said that the use of skills and abilities in performing job tasks and promoting their functional innovation is effective.

کلیدواژه‌ها [English]

  • motivation management
  • radical innovation
  • personal motivation factors
  • Innovation development
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