10.2.6 Summary of the Module

This module presents the importance of organisational culture in sustaining continuous innovation. Values, company strategy, philosophy, policy, written and unwritten norms, beliefs and shared assumptions of the organisation’s members shape their behaviour, their attitude and commitment to innovation and performance. Most of these elements are not obvious or visible. For this reason, organisational culture must be analysed using questionnaires, interviews and observation. The company must have a clear picture of what type of organisational culture suits and sustains continuous innovation. The best way to establish the features of the desired culture is by involving managers and employees. The measures for creating the new culture are established by taking into account the differences between the present and the desired state of the culture. This may involve the establishment of a vision, mission, values, changes in the content of the jobs, improving teamwork, the sharing of knowledge, management style, etc. Communication and involvement of all employees are two basic requirements for the success of an organisational culture change project.  

In this module, you have learnt about the elements of the organisational culture, which shape the behaviour in an organisation and methods for altering them. Now you are able to:

  • analyse the existing organisational culture and recognise the elements that influence managers’ and employees’ behaviour
  • prepare an action plan to change the elements of the organisational culture which inhibit innovation in the company.

You have also learned that knowledge sharing is a very important element of an organisational culture supporting innovation.