R-sl2 Assign

Students Name

University Affiliation

Professor’s Name

Introduction

The goal and objective of almost all companies is to become and remain successful throughout the life cycle of the business. Success determined within a business can be measured through company performance for instance in sales, profitability, revenue indexes, return on investment and also through innovation that a company can attribute as an achievement or advancement in the field they operate in. Performance and innovation are the two main key indicators of success or failure of any business. The current trend right now is that companies are investing a lot of resources to ensure they optimize and increase their innovative and performance indexes. One way this can be done is through ensuring the organizational culture is outstanding and the understanding of the market demand is well understood.

My hypothesis

Market demand is usually the collective individual demand for products (either goods or services) that occurs within a given market. This is basically one of the drivers of the demand-supply market mechanism, where market demand is where buyers or customer or clients of a particular good or services collectively can have an impact on the supply of these goods and services. This will mean when the demand of certain products that a business is risen then the general performance, profitability and customer flow within the business is also risen and the vice versa is true if it drops then performance drops. On innovation market demand has a degree of influence that is demand for a service or product can drive a company to become more innovative or inventive to come up with solutions or products that can satisfy the current demand for the particular product.

Organization or organizational culture basically involves the inner environment, set up and culture of an organization. Basically the organizational culture is the policies, beliefs, core values, moral compass and the assumptions or standards in which a company conducts its daily business activities. This will dictate how a company interacts with its employees, customers, rivals and the law. It also can dictate a company’s working environment. Companies’ culture is usually defined and implemented in their company policy and enforced by the human resource department. A company that has exceptional business standards and ways of operating usually build a good reputation which attracts customers, also a working environment usually filled with morale and positive vibes can significantly improve the output of each and every employee and ultimately rising revenues and customer flow of the entire company. Company or organizational culture therefore has a direct influence on the performance and output within any culture, this is because when the organizational culture is nurturing, fairly competitive and conducive for the employees, then individual and collective output for employees will be sustainably high. The organizational culture will also determine how organizations interact with customers, their rivals and even the local authorities. A good relationship with all these major drivers within the market is very important to ensure that the company continually performs well.

On the other hand, organizational culture also influences innovation within a company, this goes without saying. A nurturing and conducive working space encourages innovation within employees. If employees are encourages, constructively criticized and positively leveraged with incentives and good working bonuses all in a high moral and ethical standards working environment then innovation is almost inevitable.

Research article

The topic that I chose to conduct some research on is on management and organization specifically the hypothesis in mind is the market demand and organizational culture defines innovation and performance in a company. And the three articles I founded my first paper included The influence of organizational values on competencies of managers.” (Gorenak, & Ferjan, 2015). The second article is titled “Organizational Culture and Technology-Enhanced Innovation in Higher Education.” (Zhu, Chang, 2015). The third and final article is titled “Culture and Trust in Technology-driven Organizations.” (Alston, 2014).

The article of choice is “Organizational Culture and Technology-Enhanced Innovation in Higher Education”, (Zhu, Chang, 2015). This article basically was trying to show a correlation between organizational culture and technology enhancement and innovation in the higher education sector as a case study. As earlier stated organizational culture is the independent variable that has an influence and relationship on the technology-enhance innovation, trying to establish a relationship between these two variables can easily dictate how much development the higher education sector can advance. It is important therefore for the higher education sector to have an organizational culture that can nurture the enhancement of technological innovation. The main objective of this research article was therefore to actually show the strong influence the organizational culture has on innovations in technology (Zhu, Chang, 2015).

Path analysis and statistical analysis

One of the fundamental results of the research was showing and explaining that there was a strong relationship and influence of organizational culture on technology enhanced innovation in higher education (Zhu, Chang, 2015). The author of the paper used a constructive methodology for his research that was backed with a systematic statistical analysis which supported his hypothesis. First was the path analysis, the author used path analysis to show the relationship and link between organizational culture and technology enhancement and innovation in the higher education sector as a case study, he estimated the correlation significance and magnitude which ultimately supported his hypothesis. The path analysis used was the correlation analysis which he compared his two variables two show any significant relationship.

Most statistical analysis was derived from the data that was collected using statistical analysis software tools which aided the correlational path analysis that supported the hypothesis.

The method of collection of data was based on also a survey methodology where they conducted a survey using questionnaires to collect the data, the scope of data collection was from a higher education institution within the country, were involved and results were analyzed suing statistical software to give results which were the presented in the article. The results tried to show and explain that there was a strong relationship and influence of organizational culture on technology enhanced innovation in higher education (Zhu, Chang, 2015).

The relationship between the variable is as follows;

( Technology-Enhance Innovation ) ( Organizational culture )

References

Zhu, C. (2015). Organisational culture and technology-enhanced innovation in higher education. Technology, Pedagogy and Education, 24(1), 65-79.

Alston, F. (2013). Culture and Trust in Technology-driven Organizations. CRC Press.

Gorenak, M., & Ferjan, M. (2015). The influence of organizational values on competencies of managers.