Week-03
homeworkhelp2019
OriginalityReport_week-03.pdf
9/18/2020 Originality Report
https://ucumberlands.blackboard.com/webapps/mdb-sa-BB5a31b16bb2c48/originalityReport/ultra?attemptId=56b2ccc3-4042-4f93-8ce6-410662c9330… 1/7
%73
SafeAssign Originality Report Fall 2020 - Organ Leader & Decision Making (ITS-630-A08) - First Bi-T… • Week 3 Written Assignment
%73Total Score: High riskPraneeth Pentela Submission UUID: e435c53c-a7d3-5f05-9083-c2e3601eca9c
Total Number of Reports
1 Highest Match
73 % Attribution and its Influence on Innovatio…
Average Match
73 % Submitted on
09/14/20 08:37 PM CDT
Average Word Count
1,450 Highest: Attribution and its Influence on I…
%73Attachment 1
Institutional database (5)
Student paper Student paper Student paper
Student paper Student paper
Top sources (3)
Excluded sources (0)
View Originality Report - Old Design
Word Count: 1,450 Attribution and its Influence on Innovation Implementation.docx
2 3 5
4 1
2 Student paper 3 Student paper 5 Student paper
Running Head: ATTRIBUTION AND INFLUENCE 1
ATTRIBUTION AND INFLUENCE 6
Attribution and its Influence on Innovation Implementation
Praneeth Pentela
ITS 630-A08 Organ Leader & Decision Making
Dr. Joanna Patterson
Attribution and its influence on innovation implementation
Introduction
The business environment is changing rapidly and getting quite competitive. Innovation has, therefore, become very necessary in ensuring the survival
organizations. Organizations have to constantly come up with new ideas that will make the organization grow. For a long time, researchers have been considering the implementation of innovation as automatic, and therefore, they have been focusing their research on the adoption of innovation. However, time and changes in the business environment have proved that adopting innovation is not enough. We also need to consider the implementation of that innovation for it to be successful. Employees are an integral part of anything that happens within the organization, and that includes even innovation. Therefore, their role in the implementation process cannot be understated. Their attribution to the adoption of innovation can either be constructive or deceptive intentionality. The way they perceive and react towards an innovation determines how successful it will be (Choi et al, 2019). Summary
The week's journal is an article by Choi et al that was published in 2019 and is titled, 'Why are we having this innovation? Employee attributions of innovation and
implementation behavior.' the authors use a case study to try and explain the behavior of employees towards innovation using the attribution theory. Due to the changes and competitiveness in the business world, organizations have to embrace innovation to grow and survive. Research shows that focusing on the
adoption of innovation is not enough; implementation too has to be considered. The role of employees in the success of innovation is an active one. Previous
researches had their focus on what expectations of future utility the innovation use had when exploring employee behavior toward innovation. The authors of this article focused on attribution while examining employee behavior towards innovation (Choi et al, 2019). The authors define and explain key concepts of their research in their literature review. Innovation is defined as a new idea, practice, or object that an organization adopts. The authors outline and define various innovation
implementation behavior, which is active, passive, and avoidance. The concept of employee attribution of innovation to organizational intentionality is also discussed, and under this, two types of attributions to intentionality are discussed. These are attribution to constructive intentionality and attribution to deceptive
intentionality. Implementation behavior and the effectiveness of innovation are also covered in this section. The authors also discuss implementation behavior
th di t f th ff t f tt ib ti t i ti th ff ti f i ti (Ch i t l 2019) Thi t d d t d i Chi d K d
1
2
3
4
3
2
2
2
2
2
5
2
9/18/2020 Originality Report
https://ucumberlands.blackboard.com/webapps/mdb-sa-BB5a31b16bb2c48/originalityReport/ultra?attemptId=56b2ccc3-4042-4f93-8ce6-410662c9330… 2/7
Source Matches (32)
as the mediator of the effects of attribution to innovation on the effectiveness of innovation (Choi et al, 2019). This case study was conducted in China and Korea and involved a population of 84 managers and 397 employees. The study involved assessing the variables in the research at a scale of 1-5. 61% of the research population responded to the study. The confirmatory factor analysis was used to confirm how distinct the variables were. The research findings showed that constructive
intentionality positively but indirectly affects the effectiveness of innovation. This happened because constructive intentionality attribution affects active implementation positively and directly and also affects implementation avoidance negatively and directly (Choi et al, 2019). Constructive Intentionality and its Impact on Innovation Implementation
In constructive intentionality, employees develop positive attitudes and engagement behavior with innovation. They embrace innovation. Intentionality is when
we use the power of the mind to support or stand for something (Turner, 2017). Constructive intentionality leads employees to believe that the intentions of an organization towards an innovation adoption are genuine. This way their commitment is increased, they develop a sense of self-control and become proactive. The way innovation is implemented will determine to a great extent whether it will be successful or not. Developing the idea for innovation is important but implementing the idea is more important. It is critical to come up with a strategy that will ensure that innovation implementation is successful (Choi et al, 2019). Employees are
an active part of any organization's implementation and will, therefore, significantly impact the implementation of an innovation. Under no circumstance can innovation take place without employees being involved. Often, innovation implementations within organizations fail because employees lack an innovative mindset.
Such employees tend to either withdraw from the innovation implementation or create barriers to the implementation. When this happens, even if an
innovation is implemented, its chances of being successful are slim.
2
2
2
2
When talking about the implementation of an innovation, the constructive intentionality of employees is something that we cannot understate. When employees
develop constructive intentionality, they will embrace, support, and get ready for the implementation of innovation (Schaarschmidt, 2016). Attribution-based Perspective and its Impact on Successful Innovation Implementation
As human beings, we tend to believe that every behavior or act has a cause for it. Attribution is, therefore defined as the act of individuals explaining the causes of their behaviors. An attribution-based perspective is consequently one where people seek causal explanations of how things happen. They attribute intentions to
be either positive or negative. Whenever an organization makes decisions, employees tend to attribute this to the motives and intentions of the organization.
This will determine how they will interpret and respond to those decisions (Perry & Hamm, 2017). The success of the implementation of innovation greatly depends on the people, and by people, we mean the employees and anyone else within the organization who can lead to the success or failure of the innovation. People- related issues within the organization, therefore, need to be taken care of. There before, employees were shaped by the organizational culture. However, things
are different today because the organization is defined by the value that the employees within the organization have collectively. Employees can, therefore, positively or negatively impact many things within the organization, and this includes innovation. The reaction of employees towards innovation will be determined by the attribution that they will attach to the innovation implementation (Palazzeschi et al, 2018). When it comes to innovation implementation, the kind of intentionality that the employees will attribute to will determine their perception of organizational innovation. The organization's innovation-decision can be attributed to the
positive or negative intentions of the employees. If employees feel that the organization is adopting a certain innovative idea so that they can make the organization successful and ensure the well-being of employees, the attribution will be positive, and they will embrace and support the idea of innovation. If however, they
feel that the organization has adopted the idea to manipulate and exploit them, the attribution will be negative, and they will resist the idea. The only way organizations can ensure that employees develop positive attributions is to include them in decision making (Choi et al, 2019). Conclusion
Innovation is an important part of any organization in the current business world. It enables businesses to keep up with the competition and to grow. The adoption of an innovation is essential, but its chances of being successful are slim if its implementation will not be considered. The implementation of an innovative idea within an organization greatly depends on the employees. The attitudes and behavior of employees toward a creative idea will make it successful or a failure. Constructive intentionality leads employees to be positive to an innovation, thus increasing its chances of being successful. The kind of attribution that employees attach to an innovative idea will also significantly determine its success or failure.
References
Choi, S. Y., Chung, G. H., & Choi, J. N. (2019). Why are we having this innovation? Employee attributions of innovation and implementation behavior. Social
Behavior and Personality: an international journal, 47(7), 1-13. Retrieved from https://www.ingentaconnect.com/content/sbp/sbp/2019/00000047/00000007/art00003
Palazzeschi, L., Bucci, O., & Di Fabio, A. (2018). Re-thinking innovation in organizations in the industry 4.0 scenario: New challenges in a primary prevention
perspective. Frontiers in psychology, 9, 30. Retrieved from https://www.frontiersin.org/articles/10.3389/fpsyg.2018.00030/full
Perry, R. P., & Hamm, J. M. (2017). An attribution perspective on competence and motivation. Handbook of competence and motivation: Theory and
application, 2006, 61. Retrieved from https://books.google.com/books? hl=en&lr=&id=yGFADwAAQBAJ&oi=fnd&pg=PA61&dq=An+attribution+perspective+on+competence+and+motivation:+Theory+and+treatment+interventions.&ots=tsFf n50G0f&sig=pkmoIf0CrZdNHDkflMK0AjNS8_Y
Schaarschmidt, M. (2016). Frontline employees' participation in service innovation implementation: The role of perceived external reputation. European
Management Journal, 34(5), 540-549. Retrieved from https://www.sciencedirect.com/science/article/pii/S0263237316300111
Turner, C. K. (2017). A principle of intentionality. Frontiers in psychology, 8, 137. Retrieved from
https://www.frontiersin.org/articles/10.3389/fpsyg.2017.00137/full
2
2
2
2
2
2
2 2
2
2 2
2
2
9/18/2020 Originality Report
https://ucumberlands.blackboard.com/webapps/mdb-sa-BB5a31b16bb2c48/originalityReport/ultra?attemptId=56b2ccc3-4042-4f93-8ce6-410662c9330… 3/7
Student paper 67%
Student paper 66%
Student paper 69%
Student paper 82%
Student paper 69%
Student paper 65%
Student paper 90%
Student paper 66%
Student paper 72%
1
Student paper
ATTRIBUTION AND INFLUENCE 1
Original source
ATTRIBUTION THEORY 1
2
Student paper
ATTRIBUTION AND INFLUENCE 6
Original source
EMPLOYEE ATTRIBUTION 6
3
Student paper
Attribution and its Influence on Innovation Implementation
Original source
Attribution Theory And Innovation Implementation
4
Student paper
ITS 630-A08 Organ Leader & Decision Making
Original source
Organ Leader & Decision Making (ITS- 630-A01)
3
Student paper
Attribution and its influence on innovation implementation
Original source
Attribution Theory And Innovation Implementation
2
Student paper
The business environment is changing rapidly and getting quite competitive.
Original source
The business environment is changing and becoming very competitive
2
Student paper
Employee attributions of innovation and implementation behavior.' the authors use a case study to try and explain the behavior of employees towards innovation using the attribution theory.
Original source
Employee attributions of innovation and implementation behavior.' The case study aimed at using the attribution theory to explain the behavior of employees towards innovation
2
Student paper
Research shows that focusing on the adoption of innovation is not enough;
Original source
However, research shows that adopting innovation is not enough
2
Student paper
The role of employees in the success of innovation is an active one. Previous researches had their focus on what expectations of future utility the innovation use had when exploring employee behavior toward innovation. The authors of this article focused on attribution while examining employee behavior towards innovation (Choi et al, 2019).
Original source
Employees have to play an active role in the success of innovation Previous studies have examined employee behavior towards innovation while focusing on the expectations of the future utility of innovation use This case therefore aimed at examining employee behavior toward innovation while focusing on attribution (Choi et al., 2019)
9/18/2020 Originality Report
https://ucumberlands.blackboard.com/webapps/mdb-sa-BB5a31b16bb2c48/originalityReport/ultra?attemptId=56b2ccc3-4042-4f93-8ce6-410662c9330… 4/7
Student paper 65%
Student paper 66%
Student paper 76%
Student paper 77%
Student paper 83%
Student paper 65%
2
Student paper
Innovation is defined as a new idea, practice, or object that an organization adopts. The authors outline and define various innovation implementation behavior, which is active, passive, and avoidance. The concept of employee attribution of innovation to organizational intentionality is also discussed, and under this, two types of attributions to intentionality are discussed.
Original source
In their literature review, the researchers defined innovation as a new idea, practice, or adopted object They also defined various innovation implementation behavior, namely active, passive, and avoidance The researchers also discussed the employee attribution of innovation to organizational intentionality
5
Student paper
These are attribution to constructive intentionality and attribution to deceptive intentionality.
Original source
The two behaviors are deceptive intentionality and constructive intentionality
2
Student paper
Implementation behavior and the effectiveness of innovation are also covered in this section. The authors also discuss implementation behavior as the mediator of the effects of attribution to innovation on the effectiveness of innovation (Choi et al, 2019). This case study was conducted in China and Korea and involved a population of 84 managers and 397 employees.
Original source
The literature review also covered the implementation behavior and effectiveness of innovation It also discussed implementation behavior as a mediator of the effects of attribution on innovation's effectiveness (Choi et al., 2019) The research was based in China and Korea and involved a total of 84 managers and 397 employees
2
Student paper
The confirmatory factor analysis was used to confirm how distinct the variables were. The research findings showed that constructive intentionality positively but indirectly affects the effectiveness of innovation. This happened because constructive intentionality attribution affects active implementation positively and directly and also affects implementation avoidance negatively and directly (Choi et al, 2019). Constructive Intentionality and its Impact on Innovation Implementation
Original source
To confirm the distinctiveness of the variables, the confirmatory factor analysis was conducted As a result, it positively but indirectly affects the effectiveness of innovation The research findings demonstrated that constructive intentionality attribution positively and directly affects the active implementation and negatively and directly affects implementation avoidance Constructive Intentionality and its Impact on Innovation Implementation
2
Student paper
In constructive intentionality, employees develop positive attitudes and engagement behavior with innovation.
Original source
Constructive intentionality means that employees develop pleasant attitudes and engagement behavior with innovation
2
Student paper
Intentionality is when we use the power of the mind to support or stand for something (Turner, 2017).
Original source
Intentionality means using the mind's power to represent or stand for something (Turner, 2017)
9/18/2020 Originality Report
https://ucumberlands.blackboard.com/webapps/mdb-sa-BB5a31b16bb2c48/originalityReport/ultra?attemptId=56b2ccc3-4042-4f93-8ce6-410662c9330… 5/7
Student paper 70%
Student paper 81%
Student paper 88%
Student paper 71%
Student paper 69%
Student paper 80%
2
Student paper
It is critical to come up with a strategy that will ensure that innovation implementation is successful (Choi et al, 2019). Employees are an active part of any organization's implementation and will, therefore, significantly impact the implementation of an innovation. Under no circumstance can innovation take place without employees being involved.
Original source
The ability to modify a strategy ensures that successful innovation implementation is critical (Choi et al., 2019) Employees will impact innovation implementation significantly because they are an active part of any organizational innovation There is no way innovation can take place without involving employees
2
Student paper
Such employees tend to either withdraw from the innovation implementation or create barriers to the implementation.
Original source
When this happens, employees will either withdraw from the implementation or create barriers to innovation implementation
2
Student paper
When talking about the implementation of an innovation, the constructive intentionality of employees is something that we cannot understate. When employees develop constructive intentionality, they will embrace, support, and get ready for the implementation of innovation (Schaarschmidt, 2016). Attribution-based Perspective and its Impact on Successful Innovation Implementation
Original source
Therefore constructive intentionality of employees is something that we cannot understate when talking about innovation implementation When employees have constructive intentionality, they will be ready for innovation implementation Attribution- based Perspective and its Impact on Successful Innovation Implementation
2
Student paper
An attribution-based perspective is consequently one where people seek causal explanations of how things happen. They attribute intentions to be either positive or negative.
Original source
An attribution-based perspective is, therefore, one where individuals seek causal explanations for events The attribution can either be positive or negative intentions
2
Student paper
This will determine how they will interpret and respond to those decisions (Perry & Hamm, 2017). The success of the implementation of innovation greatly depends on the people, and by people, we mean the employees and anyone else within the organization who can lead to the success or failure of the innovation. People-related issues within the organization, therefore, need to be taken care of.
Original source
These attributions affect how employees interpret and respond to organizational decisions (Perry & Hamm, 2017) People are critical to the triumph of innovation implementation, and by people, we mean employees and others within the organization who can either make the innovation implementation a success or a failure The organization, therefore, needs to ensure that people-related issues are taken care of
2
Student paper
However, things are different today because the organization is defined by the value that the employees within the organization have collectively. Employees can, therefore, positively or negatively impact many things within the organization, and this includes innovation.
Original source
However, things are different nowadays because it is the values that employees within the organization have collectively that define the organization Therefore, employees can either positively or negatively impact an organization, and this includes many things, including innovation
9/18/2020 Originality Report
https://ucumberlands.blackboard.com/webapps/mdb-sa-BB5a31b16bb2c48/originalityReport/ultra?attemptId=56b2ccc3-4042-4f93-8ce6-410662c9330… 6/7
Student paper 73%
Student paper 66%
Student paper 100%
Student paper 100%
Student paper 100%
Student paper 100%
Student paper 100%
2
Student paper
The organization's innovation-decision can be attributed to the positive or negative intentions of the employees.
Original source
Employees will attribute an organization's innovation-decision to either positive or negative intentions
2
Student paper
If however, they feel that the organization has adopted the idea to manipulate and exploit them, the attribution will be negative, and they will resist the idea. The only way organizations can ensure that employees develop positive attributions is to include them in decision making (Choi et al, 2019).
Original source
If, on the other hand, employees attribute that the organization has adopted the idea to manipulate them so that they can exploit them, they will resist the innovative idea inclusivity because only this way can they ensure that they make positive attributions (Choi et al., 2019)
2
Student paper
Y., Chung, G. H., & Choi, J.
Original source
Y., Chung, G H., & Choi, J
2
Student paper
Why are we having this innovation? Employee attributions of innovation and implementation behavior. Social Behavior and Personality: an international journal, 47(7), 1-13.
Original source
Why are we having this innovation Employee attributions of innovation and implementation behavior Social Behavior and Personality an international journal, 47(7), 1-13
2
Student paper
Retrieved from https://www.ingentaconnect.com/conten t/sbp/sbp/2019/00000047/00000007/art0 0003 Palazzeschi, L., Bucci, O., & Di Fabio, A.
Original source
Retrieved from https://www.ingentaconnect.com/conten t/sbp/sbp/2019/00000047/00000007/art0 0003 Palazzeschi, L., Bucci, O., & Di Fabio, A
2
Student paper
Re-thinking innovation in organizations in the industry 4.0 scenario: New challenges in a primary prevention perspective. Frontiers in psychology, 9, 30. Retrieved from https://www.frontiersin.org/articles/10.3 389/fpsyg.2018.00030/full
Original source
Re-thinking innovation in organizations in the industry 4.0 scenario New challenges in a primary prevention perspective Frontiers in psychology, 9, 30 Retrieved from https://www.frontiersin.org/articles/10.3 389/fpsyg.2018.00030/full
2
Student paper
P., & Hamm, J.
Original source
P., & Hamm, J
9/18/2020 Originality Report
https://ucumberlands.blackboard.com/webapps/mdb-sa-BB5a31b16bb2c48/originalityReport/ultra?attemptId=56b2ccc3-4042-4f93-8ce6-410662c9330… 7/7
Student paper 100%
Student paper 100%
Student paper 100%
Student paper 100%
2
Student paper
An attribution perspective on competence and motivation. Handbook of competence and motivation: Theory and application, 2006, 61. Retrieved from https://books.google.com/books? hl=en&lr=&id=yGFADwAAQBAJ&oi=fnd&p g=PA61&dq=An+attribution+perspective +on+competence+and+motivation:+Theo ry+and+treatment+interventions.&ots=ts Ffn50G0f&sig=pkmoIf0CrZdNHDkflMK0Aj NS8_Y
Original source
An attribution perspective on competence and motivation Handbook of competence and motivation Theory and application, 2006, 61 Retrieved from https://books.google.com/books? hl=en&lr=&id=yGFADwAAQBAJ&oi=fnd&p g=PA61&dq=An+attribution+perspective +on+competence+and+motivation:+Theo ry+and+treatment+interventions.&ots=ts Ffn50G0f&sig=pkmoIf0CrZdNHDkflMK0Aj NS8_Y
2
Student paper
Frontline employees' participation in service innovation implementation: The role of perceived external reputation. European Management Journal, 34(5), 540-549.
Original source
Frontline employees' participation in service innovation implementation The role of perceived external reputation European Management Journal, 34(5), 540-549
2
Student paper
Retrieved from https://www.sciencedirect.com/science/a rticle/pii/S0263237316300111
Original source
Retrieved from https://www.sciencedirect.com/science/a rticle/pii/S0263237316300111
2
Student paper
A principle of intentionality. Frontiers in psychology, 8, 137. Retrieved from https://www.frontiersin.org/articles/10.3 389/fpsyg.2017.00137/full
Original source
A principle of intentionality Frontiers in psychology, 8, 137 Retrieved from https://www.frontiersin.org/articles/10.3 389/fpsyg.2017.00137/full
