Trust is the first law of the innovation culture. If you cannot create it or are unwilling to create it, then don’t make the effort to go further!
Coca-Cola is among the top 25 of world most successful companies. Between 2009 and 2010, they have stepped up in rank from a position of 24 to 19. (Bloomberg BusinessWeek, 2011, The 50 Most Innovative Companies 2010)
This gives me a reflection of how Coca-Cola achieving their success through a recipe of being cultural and diverse focused. Coca-Cola highlights in their corporate report (2009) that they operates in a multicultural world, which is critical to their long-term sustainability and striving to create a winning culture where all associates are inspired. (Coca-Cola, p. 53, corporate report)
I think that their success, driven by an innovative mind and trust, is being based upon this multicultural and inspiring world of theirs.
Their cultural and diverse focused environment creates a place where different ideas will flow freely where people understand each other. Every employee will be unique and having qualities that they can bring to the table resulting in increased interest of work/goals among the employees. Employees and the manager will come along extremely well and together make successful decisions based on everyone’s knowledge of each other and the companies’ mission.
This knowledgeable workplace, with increased efficiency toward work will therefore have powerful influence of how they based their success.
Innovation Culture brings Knowledge, which brings Power and resulting in a workplace full of trust with success!
Without doubt, culture is playing a key role in team performance and decision-making in management and in real life situations, Coca-Cola gets this! It gives the employees the opportunity to grow and learn from each other, which will create a respectful and comfort workplace with confident and supportive decisions being made.
Considering a non-innovation cultural focused organisation, they will suffer a manager who treats employees badly because of the dislike of different norms or behaviour of another.
It will result in a low level of trust to the organisation and employees will surely start to care less about job performance but more importantly, start to apply negative emotions in self and the environment. Decisions will be poor by the zero trust and badly affected emotions; no-one will neither care about making correct decision nor be eager to work hard for the company.
To conclude, I can see a high value of interacting with innovation culture because it influences on individual judgment and decision making are increasingly understood and underpinned. Furthermore, it gives a high valued perspective about many things essential to understand in a workplace and in real life.
I do believe innovation culture has the power to bring the decisions to overcome obstacles/problems, solve them and bring the best out of yourself and others. In addition, emphases development in mentorships and programs for encouraging growth across the company, creating a concern for all employees’ progress, respecting everyone’s contribution and extremely important, being my next post topic, collaboration!!
Stay close pals, Peace!