Friday, November 30, 2018 | 9:00 AM | 0 comments
l Employee
skill flexibility
Refers to extent to which
organization can utilize skills of employees (Wright & Snell, 1998). It is
about creating the environment which promote diverse learning of skills and
enhancing their flexibility to adopt versatile skills so that they could take
any task and perform in every situation. According to Bhattacharyaetal (2015),
this can be achieved through cross functional teams, job rotations and project
based assignments. Besides, according to Kumari & Pradhan (2014), mentioned
two distinct ways to have employee skill flexibility. Firstly, by having
employees who possess broad variety skills, can use it in different situations.
Secondly, through employing specialist having wide variety who are capable of
providing flexibility
to the organization so that it can reconfigure the skill profiles to match the
requirements of changing environment. Then, in simple words skill flexibility
basically describe show effectively
and quickly employees are adapting and using diverse skills in different situations
which firms provide them
(Boxall, 1999).
l Employee
behavioral flexibility
Refers to degree to which
organization can adjust, enrich, autonomies and support employee diverse
behaviors and their psychology of dealing with different circumstances (Sanchez,2011).In
other words, according to Ngo & Loi (2008), it is the extent to which the
employees of a firm
possess versatile behavioral scripts that can easily be mold according to the
situation specific requirement. It basically represents adaptable behaviors
instead of daily routine behaviors. It can be achieved through internal
motivation or deliberately recruiting employees who possess versatile behaviors
and adaptability capacity (Bhattacharyaetal, 2015).
l HR
practices flexibility
The degree to which HR practices
of organizations can be quickly and effectively
adapted and applied across different
situations, businesses or departments. Similarly Kumari & Pradhan (2014)
defined it as the extent to which firm has the ability to quickly and effectively alter its HR
processes and structures. In simple words, HR practice flexibility is how HR
department viably, rapidly, timely, effectively
and productively executing and adjusting new HR practices(Sanchez,2011).HR
practice flexibility
provides value in two ways. Firstly, it enables the firm to adapt its HR
practices according to the required changing environment. Secondly, it can
induce flexible employee behaviors which are discussed before this
(Battarchyaetal, 2005).
l Idea
generation
New creation and useful idea that
comes under any domain or area (Jannsen,2000). Besides, according to Mumford
(2000), declared employee as the only source of novel idea at work place. Effective idea
generators are those employees who can approach performance or problems gap
from unique dimension (Kanter,1988). Basically it is referred to bringing new
and unique ideas, procedures, processes for the purpose of solving any
particular problem or might be for the purpose of bringing improvements
(Pukiene, 2016).
l Idea
promotion
Employees who generated novel
ideas look for support for their novel idea by discussing it with colleagues,
boss or even friends (Scott&Bruce, 1994 and Kanter,1988).The idea after
generation has been sold. In this stage, promotion of idea within the firm has been done to seek the
further support (Pukiene,2016).Innovative employees after generating ideas look
for getting support from friends, subordinates and sponsors surrounding the
idea(Jannsen,2000).
l Idea
realization
The final stage of IWB which is
converting novel ideas into effective
outputs (Pukienė,
2016). Basically in this stage the idea is implemented and put into the action
(de Jong, 2008). The idea then becomes prototype, reality or mode which can be
touched, experienced and brought into the use (Kanter,1988).
l Product
Innovativeness
According to Golparakarishnan
(2001), creation and commercialization of new products to meet the needs or
wants of customers.
l Process
Innovativeness
Creation of new processes or
modifications of existing processes, methods or techniques in the firm
(Leonard&Waldman, 2007).
l Administrative
Innovativeness
Placing effective routines and
procedures in the firm administrative units, delivery, services and
support(Brunssonetal, 2000).
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