Stakeholder Attitudes Toward the Problem
The problem of the lack of innovative behavior involves numerous internal and external stakeholders. The company’s employees have rather negative support for the problem, as they are interested in the associated outcomes. Human resources positively support the problem as they are engaged in motivation and promotion initiatives. The R&D department has positive support for the problem as they acknowledge the issues with their primary activities and want to get additional investments.
Team managers negatively support the problem as they need to adapt to a new system of achieving strategic goals. Customers have the most positive attitude toward the problem as they require new products to meet their needs. Organizational leadership positively supports the problem as it influences the overall performance and revenue. Investors negatively support the problem as they need to see an increase in revenue.
Stakeholder Reactions to Previous Solutions
Employees and managers were surveyed about their attitudes to the previously implemented solutions. It was identified that employees support a monetary reward system and goal-setting activities, as they provide clear motivational tasks. Managers are more concerned about goal-setting activities as they need tools to motivate employees and engage them in innovative behaviors. Previously implemented measures are generally scored low, as they do not provide employees with a means of implementing their creative initiatives.
Stakeholder-Suggested Solutions
Stakeholders expressed several ideas for potential solutions. Employees proposed developing a clear monetary reward system based on strategic goal setting. Managers largely support the idea that it is essential to have clear aims to be targeted as part of innovative initiatives. The R&D department reported the lack of investments and proposed to increase them. Human resources managers supported the idea of reward and goal-setting systems, as this will potentially increase motivation.
Key Stakeholders to Support Implementation
The organization’s leadership and investors should act as sponsors in implementing the solution. The leadership is responsible for policy and structure changes required to address the problem. Investors are key to supporting the changes financially; additionally, investors play a crucial role in approving the solution and starting its implementation.
Stakeholders Directly Affected by the Solution
The solution will directly affect employees as they will be involved in various new activities and a changed motivational system. Team managers must also adapt as they will have new responsibilities and performance criteria. The R&D department will also be affected, as they will get additional resources to be allocated and used efficiently. Human resources will also be affected as they will need to monitor the effectiveness of a new motivational system and adjust it when necessary. Customers will get new products and will change their attitudes toward the company.
Stakeholders Who May Pose Roadblocks
Employees can pose roadblocks to the problem solution due to possible reluctant behavior and a lack of relevant competencies. Additionally, team managers may not be experienced enough to adapt to a new structure, which can lead to the inefficient implementation of the solution. Customers may also be reluctant to purchase as they have lost their trust in the organization over the last two years.