خلاصة:
This article attempts to investigate the implications[1] of various management theories and styles on the emergence of innovation in organizations. To this end, first, the positive and negative factors of each theory, in order from classical theory to systemic, contingency, learning organization, and chaos theories, are analyzed. Then, the implications, roles, and impacts of each of these theories on generating thought and nurturing employee genius, especially the emergence of creativity and innovation in them, are described in detail. Investigations and studies show that for innovation in an organization, merely having creative and innovative managers and employees is not sufficient. In addition, the structure, strategy, environment, technology, size, and life cycle of the organization, as well as its ability to control human resources, and also the culture, attitude, and management style must encourage and support innovation. The implications indicate that the role and contribution of systemic and participatory theories, especially the learning organization theory and participatory and delegative styles, in the emergence of creativity and innovation in individuals and organizational employees is greater than other theories and styles. All discussions related to the nature and concept of the 'learning organization' and participatory and delegative styles help organizational members achieve a shared understanding of strategic thinking and share experiences and knowledge with one another. They also motivate organizational members and employees to come together for integrated and logical insight and action, and through brainstorming and collective thinking, provide the necessary infrastructure for innovation and change in the organization.
ملخص الجهاز:
In addition, structure, strategy, environment, technology, size, and the life cycle of the organization, as well as the ability to control its human resources, and also the culture, attitude, and management style must be incentives for innovation and support it.
The implications indicate that the role and contribution of systems and participatory theories, especially the learning organization theory and participatory and delegative styles, in the emergence of creativity and innovation in individuals and organizational employees is greater than other theories and styles.
Problem Statement The effort to make organizations compatible with complex social, economic, and cultural changes, and the necessity of possessing effective and useful theories and styles in management and leadership, necessitates that managers move beyond the position of simple employees and those responsible for administrative affairs and procurement, and transform into the most important factor for the modernization, reform, and improvement of the organization and the success of employees.
For example, an organization that has an organic structure and utilizes a participatory management style and systems theory, places more emphasis on innovation, improving the quality of goods and services, and their greater suitability to the needs of consumers and customers, compared to an organization with a mechanical and bureaucratic structure where a command style and classical theory prevail [Mohammadzadeh, 1379].
While management theories and styles, based on the approach and attitude they have toward humans and the individuals in the organization, are very effective in the growth of creativity and innovation or its reduction.
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