What are the latest developments in government innovation?Innovation in government is about finding new ways to impact the lives of citizens, and new approaches to activating them as partners to shape the future together. It involves overcoming old structures and modes of thinking and embracing new technologies and ideas. The potential of innovation in government is immense; however, the challenges governments face are significant. Despite this, governments are transforming the way they work to ensure this potential is met.A global review of government innovationSince 2014, the OECD Observatory of Public Sector Innovation (OPSI), an OECD Directorate for Public Governance and Territorial Development (GOV) initiative, has been working to identify the key issues for innovation in government and what can be […]
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The Government of Canada publishes a first report of the Canada 2020 Innovation Project
ABOUT THE CANADA 2020 INNOVATION PROJECTWe know that to be competitive, Canada must innovate more — or risk being left behind. With this in mind, Canada 2020 launched its Innovation Project, devoted to studying and discussing Canada’s innovation agenda — the risks, the opportunities, and key factors involved in making Canada a more innovative nation.We launched Phase 1 of this project in June 2016, with our ‘Being Innovative’ event. We also convened a large team of Canadian policy makers, business and community leaders and innovators to examine how to make Canada a global leader in innovation.From these events, we developed an outline for the Canada 2020 Innovation Project: a plan to define and promote innovation in Canada through research, roundtable […]
[ + ]More TagTHE DYNAMIC LINKAGES BETWEEN SOCIOCULTURAL VALUES AND SUCCESSFUL BUSINESS DEVELOPMENT AND PERFORMANCE: CASE STUDY OF MOURID ENTREPRENEURS IN SENEGAL
This empirical study shows the influence of the socio-cultural values and religious beliefs of Mourid entrepreneurs on their managerial practices, which underpin success and performance when developing their businesses. The study found that successful business development and performance of Mourid entrepreneurs depends on the intensity of both the level of adherence within the religious community for getting support from its members (INT), and the level of impregnation of sociocultural values of Mouridism, when running day-to-day business activities (IMP). This study also found that levels of adherence within the religious community, as well as the impregnation of sociocultural values of Mouridism by the Mourid business owner, provide the company with substantial benefits in terms of market acquisition and the strengthening of […]
[ + ]More TagBETTER RESULTS IN SERVICES: OBSTACLES IN TRANSFORMING SERVICE ORGANISATIONS
In this research, we studied managers transforming their service organisation and looked into the role played by obstacles in the execution of their objectives. Using principal component analysis (PCA), we categorised the obstacles on the basis of our review of the literature referring to our framework of obstacles faced by managers in the context of a service change. Our research suggests four contributions to the domain of organisational change. Our main finding, based on the conceptual framework of Kolb (1984), suggest the existence of five different categories of obstacles in the strategy execution faced by managers in the context of a service change. Our hypothesis was supported and suggests that the main obstacles faced by managers in a service context […]
[ + ]More TagDEVELOPMENT AND LEARNING OBSTACLES FOR HUMAN RESOURCE DEVELOPMENT MANAGERS IN STRATEGY EXECUTION: A CRITICAL ANALYSIS OF THE MANAGEMENT DRIVERS
This paper describes the drivers of management development and learning by HRD managers in strategy execution and attainment of their objectives as well as the obstacles they face while implementing their management practices. The authors used PCA method to assess the relationship between drivers of strategy execution and management development. The study found two main conclusions concerning the sample of HRD managers surveyed. These findings are: 1) the driver of rules was found to be the strongest driver that HRD managers would spread out to reaching their organisational objectives in employee training, development and learning processes; 2) the second important driver rested on emotions which deals with getting commitment to the manager’s objectives by his/her employees and guiding them successful […]
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