Development Of Innovative Culture Research Articles

Educational technologies in the professional training of librarian specialists of the Republic of Cameroon

To improve the library education in the Republic of Cameroon, the author analyzes current pedagogical technologies, which are considered as a kind of social technologies, and included various aspects and levels. In the absence of a generally accepted classification of educational technologies, nevertheless, five main groups are revealed by a type of training: contextual, problematic, project, game, interactive ones. The paper shows technologies used for each kind, as well as the possibility of using different groups of pedagogical technologies in the library staff training in the Republic of Cameroon. A separate group of education technologies is distance learning such as multimedia technologies, electronic textbooks, teleconferences and webinars. The author emphasizes that the movement forward the innovative culture development, forming pedagogical skills and professional and personal competencies of library workers in Cameroon today is associated with innovative educational technologies. They open up new opportunities for the manifestation of creative initiative both teachers and students, give a chance to see a unique collective result, which together stimulates the process of professional training.

DEVELOPMENT AND PROMOTION OF INNOVATION IN FORESTRY – INNOVATION AWARDING PROGRAMS AND SITUATION IN CROATIA

630:330.341.1(497.5)
 Paper deals with promoting and fostering innovation in the forest-based sector. It presents concepts and initiatives which have an important role in encouraging and strengthening innovation in forestry. Two prominent international programs covered by the paper include “Schweighofer prize” which represents Innovation Award for the European Forest-Based Sector and the “KWF Innovation medal” awarded by Kuratorium für Waldarbeit und Forsttechnik – KWF (Center for Forestry Work and Forestry Technology), for the most innovative forestry developments. The overview of selected programs includes nomination and evaluation procedures, innovation categories and prizes, and particularly recent winners i.e. awarded innovations. Additionally, the paper describes the status of innovation in Croatian forestry and elaborates adopted solutions in stimulating the innovation in state-owned forest company. In this respect, indicators of relatively low innovation culture, and the regulation of innovation activity in the forest company are presented. The aim of the paper is to point out the importance of development and promotion of innovation in forestry, raise the awareness about innovation, and ultimately contribute to the stimulation of innovation activities and development of innovation culture in forestry.

ПРОБЛЕМИ ФОРМУВАННЯ ІННОВАЦІЙНОЇ КУЛЬТУРИ В СУЧАСНОМУ УКРАЇНСЬКОМУ СУСПІЛЬСТВІ: ЕКОНОМІЧНІ ТА СОЦІАЛЬНІ АСПЕКТИ

Marked, that in the socio-economic terms of Ukraine of problem of forming and development of innovative culture acquire all greater actuality. The concept of innovative culture and her feature is determined, that inherent to Ukrainian society. Key factors that influence on forming and development of innovative culture in the socio-economic environment of Ukraine are determined. Attention applies on the role of enterprise and businessmen as key subjects of introduction of innovations, human factors and descriptions of businessman- innovator, that influence on the processes of forming of innovative culture as a component culture of enterprise, are analysed. Paid attention to the problem of government control of innovative activity, the role of the state is determined in the process of forming of innovative culture, basic mechanisms over of government control of innovative activity are brought and an accent is done on integration of state and market mechanisms of adjusting of innovative activity and forming of innovative culture in Ukrainian society. The role of human resource is determined in forming of innovative culture, the key problems of development of human capital are analysed taking into account the specific of socio-economic and historical development of Ukraine. Examples of successful innovative politics of some countries, that influences on development of innovative culture, are made. An accent is done on the system of education and development of key resource of innovative activity - human capital there are processes of intellectualization of labour force in basis of that. Marked, that due to combination of key factors of innovative development, namely state, market and human it maybe to form and develop an innovative culture that in turn will influence on the improvement of efficiency of enterprise and economy on the whole.

Technology Roadmaps: Implementation of Innovation Management in Large Companies

The article analyses the technology roadmaps tool (TRM) used by foreign organizations, as well as by large Russian state-owned companies. The research describes the features of the TRM implementation in Russian companies preventing the effective use of the tool. Two priority areas for the roadmaps are identified. They are related to implementation of the current innovation strategy and development of innovative culture. Each priority area is suggested to model a separate process of roadmap development, to determine their parameters, and to approve company’s internal routines.

The Penta Helix Model of Innovation in Oman: An HEI Perspective

Aim/Purpose: Countries today strategically pursue regional development and economic diversification to compete in the world market. Higher Education Institutions (HEIs) are at the crux of this political strategy. The paper reviews how HEIs can propel regional socio-economic growth and development by way of research innovation and entrepreneurship. Background: Offering an academic perspective about the role of HEIs using the Penta Helix innovation network for business and social innovation, the paper discusses opportunities and challenges in gestating an innovation culture. It likewise seeks, identifies and details strategies and workable programs. Methodology: Best-practice innovation campaigns initiated by Omani HEIs in collaboration with capstone programs organized by the government were parsed from selected local and international literature. The study includes a causal analysis of innovation information contained in 40 out of 44 published OAAA Quality Audit reports about HEIs from 2009 to 2016. The best-practice programs serve as success indicators and will be used as a field metric effect a Penta Helix blueprint for innovation. Contribution: The paper discusses how HEIs can engender, nurture, drive, and sustain innovation and entrepreneurial activity by using an innovation strategic blueprint like the Penta Helix model. It gathers together the recent historical attempts at promoting innovation by HEIs. It likewise suggests the creation of a network channel to allow key players in the innovation network to share innovation information and to collaborate with each other. Furthermore, it contributes to the development of innovation culture in HEIs. Findings: Expectations run high in academia. For one, universities believe that all innovations embryonically begin within their halls. Universities–too–believe it is naturally incumbent on them to stimulate and advance innovation despite that most innovation programs are initiated by the government in Oman. HEI engagement is perceivably still weak. HEIs have yet to come out as a strong leading force in promoting systems of innovation. There is clear awareness of the need to adopt leading-edge practices in innovation strategy and management, curriculum and assessment, staff support and reward systems, funding and ICT infrastructure, research commercialization and IP management, and community engagement. Recommendations for Practitioners: There is need to conduct more in-depth analyses about the synergy and partnerships between key players of the Penta Helix model. A large-scale survey will help completely reveal the status and impact of innovation practices in the region and among HEIs. Recommendation for Researchers: There is need to conduct more in-depth analyses about the synergy and partnerships between key players of the Penta Helix model. A large-scale survey will help completely reveal the status and impact of innovation practices in the region and among HEIs. Impact on Society: The paper hopes to influence policy. It fully intends to convince policymakers increase the adoption of strategic interventions. The paper is not a theoretical description of the problem. It suggests several concrete courses of action. Future Research: The paper has seen the need to measure the effectiveness of the current innovation practices among key players in the innovation network and how these practices advance Oman’s knowledge economy. We propose a Likert-based bottom-up engagement metric.

SOCIAL-ECONOMICAL FOUNDATIONS OF ESTABLISHMENT OF INNOVATIVE CULTURE IN SMALL AND MEDIUM SIZED BUSINESS

Actual issues of creation of small and medium sized business’s innovative culture was analyzed within current paper work. Connection between basic values of national culture and innovative development of the country was defined. We also defined the role of culture barriers in nation’s innovative development, and scrutinized external and internal factors, which obstruct the development of innovative culture in small and medium-sized entrepreneurship. Within this work, we provided the recommendations on creation of favorable conditions for innovative activity of small and medium business.

DEVELOPMENT OF THE STUDENTS’ INNOVATIVE CULTURE IN THE COURSE OF REALIZATION OF THE «PSYCHOLOGY OF INNOVATIVE ACTIVITY» DISCIPLINE

The author demonstrates the possibilities of the discipline «Psychology of innovative activity» in the development of innovative culture of the students. The content of the discipline is presented, as well as the competences formed. The results of implementation of the discipline and its ties with the international interactive projects are discussed using the example of the discussions held during the sectoral sessions of the IASHE interactive Congresses (London, UK).

Inovacinės organizacijos kultūros ir lyderystės sąsajos Lietuvos įmonėse

Constant competition in nowadays hyperdynamic environment is one of the key conditions that encourage the organizations to look for the best ways to increase their performance. New, creative and productive ideas, permanent development of the employees’ competences provide the basis for the successful development and competitive advantage of the organization. Innovation potential is highly influenced by the organizational culture. Scientists agree that in order to create and develop innovations, it is important to form innovation culture with its elements: positive emotional environment, knowledge management, creativity and change management. For the continuous development of innovation culture it is important to have a leader who could promote innovation processes by forming the environment based on trust and openness.The aim of the article is to define the innovation culture construct and analyze its relationship with the leadership. To achieve this goal, empirical study was carried out by using survey method and the following things were measured: the level of innovation culture and leadership existence; the links among innovation culture elements; the link between innovation culture and leadership; the link between innovation culture and innovation performance in Lithuanian companies. The research revealed that innovation culture elements are connected to each other. Additionally, the research confirmed the relationship between innovation culture and transformational leadership and revealed that innovation culture has a positive and strong influence on innovation performance.

ДОВЕРИЕ К БЕЗОПАСНОСТИ ИНФОРМАЦИОННЫХ ТЕХНОЛОГИЙ КАК ОБЪЕКТ ИЗУЧЕНИЯ БУДУЩИМИ СПЕЦИАЛИСТАМИ ПО ЗАЩИТЕ ИНФОРМАЦИИ

The article reveals the necessity to increase the degree of assurance in the security of information technologies for future specialists. The reasons to study the evaluation system of assurance in security of information technologies are given. They are: 1) development of the organization and its employees as a goal to achieve information system security the credibility of which is estimated; 2) the credibility subject in the security of information systems, subject’s competences affecting the result of the credibility evaluation; 3) socio-technical nature of the information system when the technical components are assessed as well as the information users both being integral parts of this system; 4) technical and human-oriented methods to provide credibility of an information system; 5) activities to ensure the credibility of the information system security and their results. The pedagogical conditions to implement the imperatives into practice are defined. They are: problem orientation of the subject “Information Security Management”; strengthening the interdisciplinary links with Philosophy, Sociology, Economics, Psychology and Pedagogy; development of innovative culture of students to model new standard evaluation criteria of credibility and its implementation into practice, which will be used to develop software implementing human-oriented evaluation procedures.

SYSTEMIC INNOVATIVE GOAL-SETTING TECHNOLOGIES

The author has revealed features of the goal-setting technology and the essence of the tree of goals concept. The author has systematically analyzed the tree of goals in implementation of innovative systematic technologies, professional foundation and development of innovative culture. Three variants of the goal-setting and relevant training tasks are given.

Impact of innovation culture on human resources management practices

The organizations around the globe give top priority to innovation, as this leads them in becoming successful over long period of time. the development of innovative culture has now become essential for an organisation to hold its competitive position and sustainability. additionally, the culture with innovation aids in enhancing efficiency, as this brings wonderful breakthroughs in the traditional way of working. Innovative culture not only brings innovation and incremental changes in the way of thinking and doing business activities, but it greatly affects people’s behaviours. human resource practices and management are referred as a set of policies and programs, which is mainly planned to meet both organizational and personal goals. the given article is aimed to identify impact of innovation culture on hrm practices. an investigation of the extent to which hrm practices have changed from status-quo culture to innovative culture, has been done.

The linkage between knowledge management practices and company Performance: Empirical evidence

Purpose: This study explores the linkage between Knowledge management practices and company performance. Keeping in view the theoretical and empirical importance, the present study examines the predicting linkage of Knowledge management practices (sharing of best practices and building of consistent process, continues employee learning, effective management of knowledge, innovative culture development, and management of core competencies) with company performance. Methodology: The study was carried out on purposively selected sample of 412 employees at different managerial positions. They were administered questionnaires including Knowledge Management Practices and company performance. Data was operated by using SPSS version 20.Correlation and regression analysis was done to establish the relationship between various Knowledge management practices and company performance. Findings: Results of this study illustrated that all selected Knowledge management were positively related to company performance. Based on the findings, and management of core competencies was the strongest predictor of company performance, followed by innovative culture development, effective management of knowledge and sharing of best practices and building of consistent process, continues employee learning. Research limitations/implications: The paper focuses on examining the perceptual impacts of Knowledge management (KM) practices on company performance. The interpretation of results should be taken with caution. Value: The aim of this research is to investigate the relationship between Knowledge management and company performance, study the importance of Knowledge management as a source of sustainable competitive advantages for companies and to investigate how the introduction of Knowledge management practices facilitates company performance to improve. The practices that have a more positive influence on company performance are also discussed.

Development of knowledge capital and innovation culture in Suurpelto during the Project Koulii

PurposeThe paper aims to describe creation of knowledge capital and innovation culture within the field of regional development. This covers the development process of the Living Lab environment.Design/methodology/approachThe paper examines knowledge creation in innovation network based on Nonaka and Takeuchi's SECI model and Harmaakorpi's Rye‐bread model. The paper describes the role of Koulii project (funding European Social Fund by the Centre for Economic Development, Transport and the Environment) in understanding, advancing and developing the sense of communality and human sized services in Suurpelto in Espoo. Emphasis is on the project's role and practices in the evolution of knowledge capital. Examination and assessing is based on a practice‐based innovation activity model within multi‐actor and multi‐disciplinary innovation networks.FindingsThe innovation arena model involves different actors in a growing and deepening process, which benefits and uses strong and weak ties in those networks. The paper also discusses regional development from structural and symbolic perspectives. Creation and development of the innovation culture of Omnia and Laurea and in Suurpelto is examined.Originality/valueThe case study confirms in practice the usability of both the SECI and the Rye‐bread models in innovation and regional development work. The paper summarizes the accomplishments and results achieved or in horizon during the innovation project at Suurpelto.

The Features of Organizational Innovation Culture in Micro Enterprises: Case Studies from Lithuanian Creative Industries

The development of organizational innovation capabilities has caught the attention of innovation management researchers and practitioners, contributing to the increasingly diverse field of both innovation management and organizational studies. The development of innovative culture within an organization is listed among the core factors for innovation, sustainability and continued success within organizations. The paper integrates the issues of organizational design and leadership with the innovation culture development issues, and provides empirical evidence on the innovation culture development within the micro enterprises of the creative sector. The micro enterprises are important, but often neglected players in innovative industries, especially related to culture and creative sectors, since they are driving the growth of the sector at the initial stages. The case of micro organization is interesting in itself, as the many of the organizational design elements are lacking because of the limitation of size and other resources, and has to be replaced by the organizational dynamic and networking processes.DOI: http://dx.doi.org/10.5755/j01.ss.76.2.1953