Organizational Transformation

Organizational Transformation Q&A 

Jon Barnard

OI/361

April 29, 2015

Cecile Morris

Introduction

In promoting innovation, incentives play a huge part in motivational force of influence, acting as a switch towards enabling prompt organizational growth. This may seem like all peaches and cream but not all organizations know how to implement organizational change through innovative practices such as Jon Barnard’s employer at Maximum Event Security. Within this paper roles of incentives, training, and education in promoting innovation in Maximum Event Security will be identified and characterized. Thereafter the roles of leadership in creating, managing, and sustaining innovation in Maximum Event Security will be explained. Later this paper will cover ethical implications of individual reward systems followed by supporting research. Lastly this paper will label Maximum Event Security an innovative or non-innovative organization.  

Incentives, Training, and Education

In the area of innovation, not everyone employed at Maximum Event Security is self-motivated to set forth ideas of crafting an innovative organization. Fitzpatrick, M. (2015) “Innovations aid the fuel for new ideas that blossom future technological and business innovation. For the most part security companies accomplish goals through maintaining clients by keeping a contract site secure and safe. Although security guard work may seem like a straightforward process of patrolling and writing paper reports and logs, believe it or not there are opportunities of improvements that could aid in company growth and innovation. The Maximum Security Event guards themselves see opportunities for improvements for they have first hand experience on what could be improved on via innovation.

The roles of incentives, training, and education in promoting innovation within Maximum Event Security are not recognized. Maximum has been around for little over ten years and not once were there any areas of innovation implemented. Training, incentives and education programs offer employees a method to further develop their skills, ideally resulting in enhanced productivity and quality of work as well as increased loyalty to the company (Fitzpatrick, M, 2015). Jon Barnard an employee of Maximum has over seven years with the company working as a guard for number of different types of sites. Through his experience every site were pretty similar patrolling areas requested by clients followed by written paper logs and reports. Through his time with the company he has never went out of his way to promote innovation because the company was fine were it was at. However, Barnard believes if an incentive was offered, whether in money or in praise employees will step up and share their ideas of innovative change. Training and education in promoting innovation is never in relation. Innovation is not seen, heard of, nor is there any types of innovative ideas implemented at Maximum Event Security all that goes on is the simple old possess of patrol, secure locations, and report on paper what went on during shift. Behind the scenes as far as what goes on at dispatch also known as the companies headquarters nothing is shared so Barnard cannot elaborate.