Running Head: EMPLOYEE INNOVATION PLAN 1 EMPLOYEE INNOVATION PLAN 2 Microsoft is the house of innovation and a benchmark to which other organizations can look up to. Microsoft was able to achieve the current position in the industry through its continuous innovation and creativity. Behind the constant innovation are the employee's which are committed to creating new product and services which could serve customers more efficiently. Human capital is an asset but if the human capital is innovative along with skilled and learned then this is a golden asset. Among these skilled and innovative employees emerge intrapreneurs who changed the fate of the organizations. Innovative practices Organizations can promote innovation among their employees by building an open and flat organizational structure where employees are not bounded in bureaucratic and hierarchal levels. Study shows that creativity decreased in employees when they are too many restrictions. The human mind thinks openly when the atmosphere is free. Organizations like Microsoft has used their organizational structure and culture to promote innovation and creativity in their employees. Employees are appreciated and appraised for innovation and creativity and they are not restricted to a connectional thought process. In such an environment, employees have been able to think openly and communicate their ideas openly which has helped the organization reach its current position (Newlands, 2018). Intrapreneurship competency Intrapreneurship competency can be built among the workforce through strategizing the innovation-oriented approach. Employees should feel motivated for challenging the status-quo in thinking and break free from conventional methods and processes. They can get this motivation from their work environment. Organizations can build intrapreneurial competency by conducting training and development programs that help the employee to think out of the box and keep them motivated. Furthermore, the organizational environment should be supportive of intrapreneurs. They should feel motivated and inspired. There should be a proper recognition and reward system for innovative employees and especially the intrapreneurs so that they do not feel the need to leave their organization and start implementing their ideas on their own. Identification of intrapreneurs It is crucial for companies to find the most brilliant minds of the workforce and then invest in them more to help them reach their full potential. The organization can identify the intrapreneurs by keeping a check on which employee has submitted the most unique ideas and check the performance of its employees through training ad developments. In training, employees are assigned to test tasks where are checked in the simulated environment. The performance can point to the intrapreneurs which can be further groomed for their talent (Somers, 2018). The climate of innovative support learning and development Organizations that ne ...

1. Running Head: EMPLOYEE INNOVATION PLAN 1
EMPLOYEE INNOVATION PLAN 2
Microsoft is the house of innovation and a benchmark to which
other organizations can look up to. Microsoft was able to
achieve the current position in the industry through its
continuous innovation and creativity. Behind the constant
innovation are the employee's which are committed to creating
new product and services which could serve customers more
efficiently. Human capital is an asset but if the human capital is
innovative along with skilled and learned then this is a golden
asset. Among these skilled and innovative employees emerge
intrapreneurs who changed the fate of the organizations.
Innovative practices
Organizations can promote innovation among their employees
by building an open and flat organizational structure where
employees are not bounded in bureaucratic and hierarchal
levels. Study shows that creativity decreased in employees when
they are too many restrictions. The human mind thinks openly
when the atmosphere is free. Organizations like Microsoft has
used their organizational structure and culture to promote
innovation and creativity in their employees. Employees are
appreciated and appraised for innovation and creativity and they
are not restricted to a connectional thought process. In such an
environment, employees have been able to think openly and
communicate their ideas openly which has helped the
organization reach its current position (Newlands, 2018).
Intrapreneurship competency
Intrapreneurship competency can be built among the workforce
through strategizing the innovation-oriented approach.
Employees should feel motivated for challenging the status-quo
in thinking and break free from conventional methods and
processes. They can get this motivation from their work

2. environment. Organizations can build intrapreneurial
competency by conducting training and development programs
that help the employee to think out of the box and keep them
motivated. Furthermore, the organizational environment should
be supportive of intrapreneurs. They should feel motivated and
inspired. There should be a proper recognition and reward
system for innovative employees and especially the
intrapreneurs so that they do not feel the need to leave their
organization and start implementing their ideas on their own.
Identification of intrapreneurs
It is crucial for companies to find the most brilliant minds of
the workforce and then invest in them more to help them reach
their full potential. The organization can identify the
intrapreneurs by keeping a check on which employee has
submitted the most unique ideas and check the performance of
its employees through training ad developments. In training,
employees are assigned to test tasks where are checked in the
simulated environment. The performance can point to the
intrapreneurs which can be further groomed for their talent
(Somers, 2018).
The climate of innovative support learning and development
Organizations that need constant innovation must build an
environment where the employees feel secure enough and
motivated enough to innovate. The climate of the firm must be
open and encouraging. For making it open, the organizational
structure should be flat with less power distance and no
bureaucracy; in such an environment innovative minds flourish
well. They should also be able to communicate their ideas
openly with the concerned people. If the employee wants to
share his/ her idea with the top management, he/ she should be
able to. For this, the communication channels must be open and
clear just like in Microsoft. For making the environment
encouraging the organizational culture must be focused on such
values where the employee should be appraised and encouraged
to innovate and think creatively.
Factors for determining planning effectiveness

3. When strategies and policies are implemented for creating and
innovation supporting environment, the results are measurable
through matching the actual results with desired results. When
leaders make new strategies, they define measurable outcomes
that in case of innovation. For example, 10 new patents will be
registered so the end of a time duration of a strategy, these
results could be matched with how many patents were registered
in actual. The effectiveness of strategies must be checked, and
then corrective measures should be introduced accordingly
(Corbett, 2018).
References
Corbett, A. (2018). The Myth of the Intrapreneur. Retrieved
from https://hbr.org/2018/06/the-myth-of-the-intrapreneur
Newlands, M. (2018). 10 Things Entrepreneurs Need to Know
about Intrapreneurship. Retrieved from
https://www.inc.com/murray-newlands/10-things-entrepreneurs-
need-to-know-about-intrapreneurship.html
Somers, M. (2018). A guide to intrapreneurship. Retrieved from
https://mitsloan.mit.edu/ideas-made-to-matter/a-guide-to-
intrapreneurship
Running Head: ORGANIZATIONAL STRUCTURE FOR
INNOVATION 1

4. ORGANIZATIONAL STRUCTURE FOR INNOVATION 4
Organizational structure is an arrangement of activities of all
the employees in a coordinated manner. It describes the
relationship between supervisors and employees and how people
engage with each other. All the organizational actions and
activities are highly affected by organizational structure. The
operations, organizational process and daily routine are
impacted by the way the organizational structure is set. The
structure of the organization changes over time. Certain
structures support innovation, and creativity while other
structures suppress creativity. Bureaucratic structures were very
common in the 20th century but it was not very effective for
innovation. Now with the passage of time, the organizational
structure has changed, now open organizational structures are
deemed more suitable for innovation. Three-tier organizational
structure is the typical hierarchal method of organization
management. In this type of organizational structure, the
information is transmitted from the top level to lower level and
from the lower level to top level. Strategic horizon group is one
of the planning horizons which helps in long-term needs of the
organization (Kasliwal, 2016).
Internal organization structure analysis
The organizational structure is very crucial for innovation.
Microsoft has realized the importance of organizational
structures. The corporate structure of the organization is based
on its product types. There is three primary division of
Microsoft structure including; geographic segments, global
corporate groups, and product line groups. The product line
structure has been divided into hardware, software and other
outputs of an organization. It further includes productivity and
business processes, personal computing and intelligent
clouding. The global corporate groups of organizational
structure include the top management office of Chief executive
office, marketing, cloud and enterprise group, worldwide

5. business, sales and operations, finance, human resource
management, business development group, devices windows,
research and development, applications, servers, and legal
groups. The geographic structure encompasses the American
and International segments.
Internal innovative organizational structure
The internal structure of the organization can be innovative or
stagnant based on organizational culture. The organizational
structure paired with organizational culture creates a huge
impact on innovation. The organizational culture is a set of
values norms, beliefs, behaviors, and customs. It defines how
people react to situations and how they believe. The
organizational culture of Microsoft is very innovation oriented.
The employees re highly appraised for their unique des and
creative solutions. People can share their ideas openly because
culture enables them to do so. They are not demotivated or
criticized for their out of box thinking. The organizational
culture of Microsoft paired with its organizational structure are
the key players in its innovation (Lombardo, 2018).
References
Kasliwal, M. (2016). Organizational changes at Microsoft
Corporation. Retrieved from
https://www.slideshare.net/ManasKj/organizational-changes-at-
microsoft-corporation
Lombardo, J. (2018). Microsoft Corporation’s Organizational
Structure & Its Characteristics (An Analysis). Retrieved from
http://panmore.com/microsoft-corporation-organizational-
structure-characteristics-analysis

6. Vision:
To help businesses and people around the world reach their full
potential
Create such product and services which make life easier for
people
Create a Sustainable world not only for human beings but for all
species (Martin, 2016)
Having the right vision ensures that organization is on the right
path. Vision is conceived by leaders and in a way, leaders
define that what an organization is and what it will achieve. The
founder define one vision which is further elaborated by the
leadership who come up after hi. If I were to give a chance to
lead an organization like Microsoft, my vision will be to help
people and make their life easier through employing technology
advancements. The world does not only belong to human
beings. It is home of every specie alive, so I will lead my
organization in creating sustainable world for this generation
and for generations to come (Martin, 2016)
1
Values:
Creating a dynamic work environment open to challenges and
changing market trends
Create a diverse workforce of passionate and energetic team
embers who has an appetite of challenging job
Creating a common shared goal of achieving more an more for

7. organization
Value sin an organization originate from the mind of top
leadership, the values which the leader believes in transpire in
whole organization. If the leader believes in openness, the
organizational culture will be built on openness towards
different people different ideas and different school of thoughts
and there will be respect for differences. My values for my
organization will be to create a dynamic work culture which
will be inclusive and open for all people from different cultural
backgrounds and I will create a flexibility and openness for new
ideas and unique solutions. I will create the shared goal as the
connecting point between my team.
2
Personal philosophy:
Focus on long-term goals and then draw back to short-term
goals to achieve them
Always keep your eye on big picture.
Success does not happen in the comfort zone. If you want to
succeed, get out of your comfort zone.
The personal philosophy of a leadership has huge implications
on organizational structure and organizational culture that is
why the selection for leadership is very crucial because the
decisions made my leader are influenced by his / her personal
philosophy but in tur these decisions will have implications on
every single person working in the organization. Not only
employees, all primary and secondary stakeholders are
influenced by it. My personal philosophy is to look into the big

8. picture where the interest of all stakeholders are considered and
are considered for long-term period. My goals and planning will
be to achieve long-term goals through short-term objectives and
help organization to reach its set strategic position.
3
Opportunities for professional and personal development:
“Stretch” opportunities being on-the-job for professional
advancement
Continuous and many opportunities for promotion
Coaching and mentoring for career development through
mentors (Berry, 2018).
If I were given the chance to select which organization I will
chose for development of my profession and personal growth, I
will choose an organization which has numerous opportunities
for outgrowing my present capabilities. Just like Microsoft
employees, they are motived for excelling and growing in
personal and professional capacity while being on job. The
presence of promotional opportunities will not only motivate me
to work more but it will eventually help me to reach next levels
of professional development. In a work environment like
Microsoft, I could find plenty of people who I look up to and
from whom I could get inspiration and learn from them.
4
Helpful Resources and organization for an innovative leader
Organizational environment of Microsoft is open and flexible
for professional development
Required resources are present to innovate and build a name for
yourself

9. Opportunities for learning from best minds of the world
The organizational structure and culture plays a significant role
in professional development of a person. Organizational culture
is the set of rue sin which people interact with each other. It
includes the behaviors beliefs, norms, values and customs. If
the organizational culture is supportive and motivating, one can
achieve so much. The work culture of Microsoft is quite
suitable for my professional development because I believe that
on one hand, it is flexible enough to help me think outside the
box and innovate and create but, it also has all the resources
which are needed for innovation and creativity. It also provides
the opportunity to learn form the smartest minds of the world.
5
Helpful Resources and organization for an innovative leader
Personalized training for leadership to enhance my mentoring
and leadership skills
Integrated approach towards learning opportunity through
physical resources and virtual resources
Working in an environment where everyone is striving to be
best. Achieve self-motivation by working with energetic and
passionate workers (Lotze, 2019).
Leaders are created by their internal motivation and external
environment. When the external environment is nourishing, it
helps one to think well and create and innovate. The external
factor play a very crucial role in development of right set of
qualities and capabilities in leaders. I think having mentors and
supportive people around you can really transform you. To

10. become an innovative leader, Microsoft is an excellent place
because one can get personalized training for their leadership
enhancement. The skills which they have can be groomed and
the skills which they lack can be developed. An integrated
approach of learning is offered at Microsoft where one can learn
from colleagues, senior, juniors, customers and suppliers.
6
Leadership Qualities
I have a high-risk tolerance without getting stressed about
outcomes.
I have Openness towards new people, new ideas and new trends
I have the ability to manage stressed conditions without losing
my cool and manage teams with controlled and calm leadership
Leaders have some qualities which normal people lack that is
why leaders lead while other follow. If I think myself as a
leader, I have some qualities. To start, I do not panic even under
extreme stressful situations. I ask myself, what is the way out
and I work on that rather than freaking out and making others
uncomfortable as well. I have high acceptance for uncertainty.
Even when I do not know the end result of my experiments, I
stay affirmative and believe in myself that if something goes
wrong, it can be fixed. I am open to new ideas, people and
projects so I think I can make a good leader.
7
Leadership Qualities
I have Emotional intelligence and know well how to utilize my
emotions.

11. I have confidence in myself and self-believe that with
dedication and smart work, I can achieve anything.
I am an action-oriented person I believe in doing things myself.
I do not rely on other for ding my work for me (Miller, 2018).
Some further leadership qualities which I think I might have up
to some level are having emotional intelligence which is the
ability to use one’ emotions in a controlled manner in the way
one wants. I do not let my emotions take control of me. I’m
under emotions and I utilize them in a positive way. Emotional
stability is one key qualities which I get complimented for. The
emotional intelligence is not just understanding your emotions,
it is about understanding emotions of others as well and as a
leader one should be able to know about emotions of your
followers. I am a very self-confident person about my abilities
and my will to achieve even the most challenging task.
8
Leadership Qualities
I believe in teamwork and prefer to involve more people in
creative thinking because the more the merrier.
I am a detail-oriented person. I pay attention to small details
and make sure that nothing goes unnoticed.
I believe that having passion for work ensures that you always
stay motivated, so I do only what I am passionate about and
excel in it.
Leaders do not function in vacuum. One can only be a good
leader if he or she has ability to work well with other people.

12. For one to become a good leader, first you have to become a
good follower. Follow your leader with dedication and sincerity
and then help your followers grow so that they respect you and
follow you. I believe in teamwork and work very well with
small and big time alike based on my people’s skills. I have an
extrovert personality due to which my interpersonal skills are
enhanced and work well with other people. I always keep
focused on details because a chain is as strong as its weakest
link.
9
References
Berry, S. (2018). 5 ways to manage your personal and
professional development.
Retrieved from https://www.cv-library.co.uk/career-
advice/development/5-ways-manage-professional-development/
Lotze, K. (2019). Impressive professional development benefits
from Amazon, Google, Microsoft, and more. Retrieved from
https://www.techrepublic.com/article/impressive-professional-
development-benefits-from-amazon-google-microsoft-and-more/
Martin, J. (2016). Innovative Vision . Retrieved from
https://www.cleverism.com/lexicon/innovation-vision-
definition/
Miller, M. (2018). 10 Innovation Leadership Characteristics.
Retrieved from https://yscouts.com/10-innovation-leadership-
characteristics/
Running Head: ANALYSIS OF INNOVATIVE CULTURE 1
Analysis of Innovative Culture 2

13. Organizational culture is an essential element or organizational
success. The right organizational culture could be the reason for
success, and the wrong corporate culture could lead to failure of
the entire organization. The organizational culture is the set of
behaviors, beliefs, customs, values, and norms. The cultural is
build up in years, and it is a direct reflection of top vision
leadership has for the organization. The culture will be open
and caring if the leadership believes in it, and the corporate
culture will be bureaucratic and strictly closed if the leadership
believe that power distance and tiers will benefits organization.
The culture is also dependent on industry type. The
conventional industries have a conventional organizational
structure. The new organizations like Microsoft, which were the
initiator of information technology trends have open and
innovation-supporting culture implemented in their organization
(Naranjo-Valencia, 2018).
Current successful cultural components
The current organizational culture of Microsoft is open with
less power distance. The structure is very flat and allows open
communication between all levels of employees. The
organizational environment appreciates all the employee which
present novel ideas and unique solutions for problems. There is
an appraisal and reward system for innovating ideas and
creative approaches which motivate employees to think out of
the box and create a unique solution to unique problems. There
is a support system for innovation which is enforced through the
creation of a work environment, which also supports innovation
and creativity.
Current cultural components requiring redesigning
The current organizational culture is innovation-supporting, but
there is a continuous competition between rival organizations
due to changing market trends. For this need, there are certain
components which need redesigning like employees would be
sensitized for new opportunities through innovation in product
and services and provide continuous motivation to employees to

14. create intact engagement with innovation. Employees must be
provided with essential resources, space, and structure which
enables them to innovate and create new product and services.
The organization also needs strategic clarity for future trends.
The current programs and features will be surpassed by future
technology, for which strategic clarity is very crucial
(Hengsberger, 2018).
Strategies to strengthen the innovation culture
Microsoft is already employing certain strategies for
introducing innovation in the organization. Some other
strategies can be the creation of a communication channel
through which innovative needs are communicated to employees
on a continuous basis. Another strategy could be arranging
workshops based on innovation and ensure active participation
and involvement by employees. They should know innovation
means of their particular field and how important it is. Another
way for innovating work culture is by introducing crash courses
for innovation. This is very effective if it is implemented on a
continuous basis because it keeps employees motivate for
innovating. Organizations can introduce innovation days where
all the employees from the top level to lower level could get
together and share their ideas and produce new ideas. It will not
only motivate employees but also gets them the required
appraisal and appreciation, which will empower them for more
innovative ideas.
Innovative structure communication
Every successful organization must have an Innovation structure
which supports the innovative ideas of its employees and gets
them across to other relevant people. Microsoft has its own built
communication channels and mediums, but a new
communications setup built solely for sharing of innovative
ideas could be great. It will help employees stay motivated, and
it will be well-coordinated. This communication medium could
be software or an app where employees could share their ideas,
and those ideas will be shared with other team members who
could give their response in real-time and improve the idea. At

15. the same time, the idea will be attached with the name of the
innovator who presented it and this way the employee show has
more innovative ideas could build up their profile which shows
which employee has presented more innovative ideas. This will
be a motivator factor for other employees to innovate and think
out of the box.
Building Capacity
Microsoft could build capacity for creating an innovative team
through right strategies for human resource management which
considers innovative and creative thinking as a key skill while
hiring people and once employees are hired they are involved n
innovating workshops, crash courses for innovation and pitching
contest where they could remove their fear and openly present
their ideas. This will help in creating a workforce of innovative
minds, not just a department or a few thinkers (Lerner, 2019).
References
Hengsberger, A. (2018). LEAD Innovation Blog. Retrieved from
Lead Innovation: https://www.lead-innovation.com/english-
blog/measures-to-create-a-culture-of-innovation
Lerner, S. (2019). Innovation. Retrieved
https://news.microsoft.com/innovation-stories/topic/innovation/
Naranjo-Valencia, J. C. (2018). Model of Culture for
Innovation. Retrieved from
https://www.intechopen.com/books/organizational-
culture/model-of-culture-for-innovation
References
Hengsberger, A. (2018, November 8). LEAD Innovation Blog.
Retrieved from Lead Innovation: https://www.lead-

16. innovation.com/english-blog/measures-to-create-a-culture-of-
innovation
Lerner, S. (2019, July 29). Innovation. Retrieved from
Microsoft: https://news.microsoft.com/innovation-
stories/topic/innovation/
Naranjo-Valencia, J. C. (2018, February 26). Model of Culture
for Innovation. Retrieved from Intech Open:
https://www.intechopen.com/books/organizational-
culture/model-of-culture-for-innovation
Running Head: INNOVATION 1
INNOVATION 4
Microsoft Corporation is an international technology giant. It
was founded by Bill Gates in 1978, and till date, it has
sustained its position as a leader in technological innovation
and change. Microsoft is one of four most powerful and
influential technological organizations which have most
influence over the world along with Apple international,
Google, and Facebook. Microsoft produces computer software,
personal computers, consumer electronics, and other associated
products. They not only produce these products but also license
them and provides maintenance service for these products.
Microsoft is best known among customers for its operating
system ‘Microsoft windows’ (Lombardo, 2018).
Competitor's trends
Microsoft Corporation has many competitors, but few major
competitors are Apple, SAP, International Business Machine
(IBM), Google, and Oracle (ORCL). All these companies have a
well-established and reputable name because of their product
and services. Apple and Google are among the top four most
influential firms, along with Facebook and Microsoft itself.
These firms are well-known for their innovation and creativity.

17. They have sustained their market share based on their
innovative product and services. The reason that they are the
primary competitors of 'world's best company is that they are in
the same list for providing distinguish product and services.
The organizational structure and corporate culture at Apple and
Google compliment the process of innovation to a great extent.
Additionally, both organizations have innovation centers and
teams whose sole responsibility is to create a unique and novel
product and service.
Trend comparison
Microsoft Corporation is considered as one of the most
innovative firms, but this was not the case a few years ago.
Microsoft lost its innovative brand image in 2010, and in the
next few years, this image becomes more and more real in the
minds of users because Microsoft stops creating new features
for their products and services. Their products like Microsoft
Office and their operating system became static, and users built
a perception of ‘boring'' and ‘static'' in their minds for
Microsoft. Then Microsoft realizes its mistake and made
changes in strategic management. After a change in leadership
in 2014, Microsoft has been recovering from its static phase and
have started innovation again. Now the organizational structure
and corporate culture support innovation and creativity to the
point that Microsoft is considered as one of most innovative
organizations (Langston, 2019).
Stakeholder's analysis
Stakeholders play a crucial role in innovation and creativity.
Stakeholders hold enough influence over organizational
decision-makers that their opinions must be taken seriously, and
value is attached to what they want from the organization. The
main stakeholders include customers, providers, staff, and
shareholders. All these stakeholders play a significant part in
reintroducing innovation at Microsoft. Customers were the most
influential group because 'customer's perception of a brand
creates the difference of successful and failed organization. For
Microsoft customers started perceiving the organization as

18. static and boring firm and 'that's when Microsoft leadership had
to wake up from their slumber and make the right decisions. The
shareholders also act as the pressure group to influence the
Microsoft leadership to make the right decision because based
on 'customer's perception the market share of Microsoft product
and services started to decrease which concerned the
shareholders, and they started asking questions to board of
directors which in turn influenced the top management and
decision-makers to put their attention to innovation. Employees
also played a major role in an innovative approach at the
organization.
Organizational structure analysis
Organizational structure is one of the primary determinants of
presence or absence of innovation at an organization. Firms
with the bureaucratic style of the organizational structure have
little innovation because the process of innovation demands
openness and empowerment. The higher the power distance is,
the less there is the empowerment of employees and lesser
innovation and creativity. The organizational structure of
Microsoft is not flat, but it is neither too bureaucratic. It is
somewhat a combination of both, but there are certain factors
which promote innovation at Microsoft, and these factors
include organizational culture and diversity. The organizational
culture at Microsoft appreciates unique ideas, and employees
are appraised for their out of box thinking. This motivates
employees to innovate and create (Dudovskiy, 2019).
References
Dudovskiy, J. (2019). Microsoft Organizational Structure:
Divisional Structure with Focus on Innovation. Retrieved from
https://research-methodology.net/microsoft-organizational-
structure-divisional-structure-with-focus-on-innovation/
Langston, J. (2019). Innovation Stories. Retrieved from
https://news.microsoft.com/innovation-stories/
Lombardo, J. (2018). Microsoft 'Corporation's Organizational
Structure & Its Characteristics (An Analysis). Retrieved from

19. http://panmore.com/microsoft-corporation-organizational-
structure-characteristics-analysis
Rubic_Print_FormatCriteriaPercentageExcellent
(100.00%)Content100.0%Organization Overview10.0%An
exemplary overview of the organization is included.Innovative
Culture Assessment10.0%An exemplary assessment of the
innovative culture within the organization is
included.Innovative Vision Statement10.0%An exemplary and
compelling innovative vision statement is
included.Organizational Innovation Structure10.0%An
exemplary and creative overview of the suggested
organizational structure for improving innovation is
included.Strategy for Engaging Innovative Employees and
Fostering a Climate of Learning and Development10.0%An
exemplary summary of the strategy chosen for engaging
innovative employees and fostering a climate of learning and
development is included.Steps for Innovation
Momentum15.0%Steps for innovation momentum are
exemplarily included and describedPresentation10.0%The pitch
is well organized, exceptionally persuasive, and compelling. It
is neat and professional.Appropriateness5.0%Student shows a
deep understanding of the audience and the situation by
selecting material that enhances understanding. Student creates
tools, techniques, or paradigms that effectively achieve the
desired goal. Synthesis5.0%Synthesis is unique. Synthesis
shows careful planning and attention to how disparate elements
fit together. The combination of elements is
verified.Originality5.0%The product shows significant evidence
of originality and inventiveness. The majority of the content
and many of the ideas are fresh, original, inventive, and based
upon logical conclusions and sound research.Mechanics of

20. Writing (includes spelling, punctuation, grammar, and language
use)5.0%The writer is clearly in command of standard, written,
academic English.Documentation of Sources (citations,
footnotes, references, bibliography, etc., as appropriate to
assignment and style)5.0%Sources are completely and correctly
documented, as appropriate to assignment and style, and format
is free of error.Total Weightage100%
Bringing Innovation to an Organization
Throughout this course, you have been methodically
investigating, analyzing, and proposing solutions for supporting
innovative thinking within an organization. In this assignment,
you will bring it all together in a final culminating assignment.
The goal of the assignment is to persuade the organization to
hire you to implement your innovative structures and strategies.
Create a persuasive script pitch (worth 3-4 minutes) of your
compelling vision for organizational innovation revival within
the organization. Choose the most essential pieces from your
assignments in Topics 3-7 (SEE ATTACHMENTS) to include in
your pitch, along with the steps to maintain your innovation
structure.
In addition, you are required to submit the script of your pitch.
Make sure to include:
1. An overview of the organization's history.
2. An assessment of the innovative culture within the
organization.
3. A concise personal vision that describes yourself as an
innovative leader.
4. An overview of your proposed organizational structure to
improve innovation within the organization.
5. A summary highlighting your strategy for engaging
innovative employees and fostering a climate of learning and
development.
6. Steps you need to take and maintain in order to keep the
innovation momentum within the organization.
This assignment uses a rubric (SEE ATTACHMENT). Please

21. review the rubric prior to beginning the assignment to become
familiar with the expectations for successful completion.