Paradox, Tensions and Dualities of Innovation and Change

• Localización: Organization studies, ISSN 0170-8406, Vol. 34, Nº Extra 10, 2013 (Ejemplar dedicado a: New Sites/Sights: Exploring the White Spaces of Organization), págs. 1575-1578
• Idioma: inglés
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• Resumen

  • Innovation, the implementation of creative ideas, begins with the ideation phase of problem identification, idea generation and idea selection for implementation, and continues with mobilizing the idea until it successfully gets to the market. This process raises conflicting demands, contradictory practices and competing views � friction that can energize or inhibit high performance.Today, such challenges are ubiquitous to innovation and change (van Dijk, Berends, Jelinek, Romme and Weggeman, 2011). To adapt to environmental dynamics, managers seek to foster collaboration and control, support individuality and teamwork, ensure flexibility and efficiency, energize novelty and utility, enable radical and incremental innovation, and achieve profit and social responsibility. Indeed, as environments become more fast-paced, global, and competitive and internal processes become more complex, tensions become more evident and intense (Lewis, 2000).

    The innovation literature has long recognized the existence of competing demands, including tensions between novelty and usefulness, idea generation and implementation, cooperation versus competition, and exploration and exploitation. In 1988, Quinn and Cameron called for researchers to move beyond oversimplified either/or notions and better explore the competing demands of innovation, entrepreneurship and change. Since then, studies of tensions, dualities, and paradoxes have grown steadily. For example, Garud, Gehman and Kumaraswamy (2011) showed that the ability to embrace multiple �