Golja, Tea and Paulišić, Morena and Unković, Barbara (2013) Organizational Innovation – can job Enrichment Enhance Employee? In: 8th European Conference on Innovation and Entrepreneurship, 19.-20.9.2013., Brisel, Belgija.
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Recently, an assistant manager of the biggest hospital complex in Croatia gave a statement on organizational culture claiming it is much more likely that an environment favourable to innovation will be more responsive to innovation stimulating the flow of the idea. This creates a particular culture of innovation where those who do not innovate are the outsiders. So, innovative capability is perceived to be important asset for sustainable competitiveness and this was a “push” to our research. According to Carroll (1973) humanistic management is often called job enrichment and today humanistic management is every day more important in service industry and often connected with companies’ success. In accordance with previous studies which stressed the role of job design for employee innovativeness in the paper we observe the concept of organizational innovation and the variety of job enrichment strategies as basic ingredients of employee motivation to create new values. The paper starts by defining theoretical approach of job enrichment as HR strategy to enhance innovative behaviour at work place. The aim of this paper was to investigate the implications of changing role of HRM on organisational innovation with the focus on job enrichment. The authors’ purpose was to describe actual business situation of HRM on five biggest hotels in Croatia and to examine what determine the extent to which HR strategies in form of job enrichment can persuade innovation. A field research has been carried out in 2012 through semistructural interview in which our theoretical hypotheses were discussed trying to find a pattern of HR strategies enabling innovation. Results are reported as descriptive observations and implications. Comparison of companies showed the differences between organisation of HRM unit ; HR managers’ expertise ; job descriptions ; job enrichment ; innovativeness and companies’ success. Research results showed that in case of Croatia, as expected because of political history individualism is contrasted with collectivism as a characteristic of an organization's culture inclined to innovation. Hotel companies which overcome traditional approach to HRM and included in job redesigning different HR strategies as job enrichment, performance management, and multi‐tasking … are more successful. Therefore we argue that the data support job enrichment strategies in reaching organisational innovativeness.
| Tip objekta: | Materijal konferencije ili radionice (Paper) |
|---|---|
| Mentor: | NIJE ODREĐENO |
| Ključni pojmovi: | organizational innovativeness ; workplace ; job enrichment, hotel industry ; Croatia |
| Teme: | 6 Tehnologija (primijenjene znanosti) > 65 Menadžment i organizacija industrije, trgovine i komunikacija > 65.01 Metode i metodologija. Teorija i praksa organizacije > 65.012.4 Menadžment. Uprava. Ravnateljstvo Tehnike i metode upravljanja |
| Odjeli: | Fakultet ekonomije i turizma "Dr. Mijo Mirković" |
| Datum pohrane: | 24 Feb 2014 12:55 |
| Zadnja promjena: | 24 Feb 2014 12:55 |
| URI: | http://eknjiznica.unipu.hr/id/eprint/3620 |
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