Топик: Knowledge, Innovation and Development
open entry - every worker can come to the gathering department directly or put his ideas in written form into special bins that would be available at his working place. This way the employees will be able to express their thoughts at any desired time;
obligatory interviewing - from time to time KID will give out to workers questioners which they must fill. These could consist of the following questions:
- "Have you noticed any problems concerning the work of your department? Have you any suggestions on how to solve them?"
- "Is there anything you'd like to improve in your department and in the whole company? How (your suggestions)?"
- "How do you feel about our company’s products (services)? How can they be developed or improved?" Etc.
The interviewing should be carried out at all departments, but not at the same time. This will allow to avoid conjunction at the gathering and filtering department.
3.3 Motivation
Motivation of the workers. We must estimate the level of actual needs of employees and develop a mechanism of motivation universal for every worker. There can be many motivating factors. They depend on the economic conditions in the country, standards of living and financial situation in the company. Money, job promotion, board of honor, competition of ideas with prizes, etc. Motivation through corporate culture is also required. We can put posters in often visited places. Posters may say:
- "By participating the KID's activities you will help your company, improve your work and life!"
- "Be company patriotic!"
- "Be a perfectionist. Spot a problem - tell the KID about it!"
- "Give us ideas because nobody knows your work better then you!"
- etc.
3.4 Cooperation with experts
We need to organize cooperation with specialists. It isn't useful to have our own staff of experts because:
· they will not always be logged with work and this will produce extra costs
· they will soon become useless because they will be drawn away from current work of their departments.
We also must investigate whom we can rely on. Not all experts innovative and understand the necessity of change. Cooperation with KID will be part of responsibilities of those experts who work with it.
Organize cooperation with management of different departments. An order to implement any idea must come directly from the management of the department involved.
3.5 KID's position within the company
The scheme of KID's position in the company can look like this:
Kid provides each department with its services. Department in return provide KID with some information, resources etc. The connections are:
1. Marketing department provides information received from different marketing research. Specifies the situation on the market. Gives feedback on KID's activities (have the sales increased? how much?)
2. Production department gives feedback on KID's activities (has productivity increased? how much?)
3. Human resource administration cooperates with KID closely. Helps it with motivation.
4. Financial department provides KID with money for all activities (within the budget of course). Gives feedback on KID's activities (financial results figures, information about changes in costs and revenues).
5. Customers give KID valuable feedback about products and services.
6. Employees give KID ideas, cooperate with it and receive rewards for their work.
7. Experts work with KID on specific problems.
3.6 Control functions of the KID
If the innovation is complex we must monitor closely the field of implementation and if problems occur - take care of them immediately.
Collect feedback from all people related concerning the results. Taking action if necessary. Remember that no change comes without negative response. Calculate results (based on financial information, information about productivity and costs, etc.). Reward the idea author depending on these figures. Tell everyone about this "great man, who helped to the company so much".