University of the Punjab Gujranwala Campus

Topic: A Systematic literature review on Innovation in

Organization and Employee Resistance
Submitted To:
Ma’am Iqra Aftab
Submitted By:
Sikander Babu BB17012
Atif Zaman BB17063
BBA 8th Semester
Morning A
Department of Business Administration
PUGC
Innovation in Organization and Employee Resistance:
A change in the management of organization has an essential and beneficial ingredient of
Organization’s performance.
The researcher (Gilley et., 2009 a. 2009b) said that about 30% to 60% initiatives changes in
the organization are fails but if we see at the company’s progress than we said that innovation
must be needed for organization for the better performance.
Many employees in the organization are not experienced for the change so they don’t be
ready for acceptance of any type of change in the organization. They are not be motivated for
the change because don’t have knowledge about this.
Many researchers have focused on the change of individual level.
Innovation in the organization play an important role for the better work of companies.
Changing in the organization must be taken by the decisions of senior management in the
company.
If any organization fails to achieve the targets for changing and creating innovation in the
organization than company goes to down fall. Company does not meet the desired results and
do not compete their competitors.
Innovation scholar have long search on innovation implementation (Beyer & Trice, 1978;
Hage, 1980; Roberts-Gray & Gray, 1993; Tornatzky & Klein 1992) for reviews.
In the innovation process two types of models are used to describe the innovation process.
First is source-based stage and the second is User based source model.
By the implementation in the organizations the members of that organizations ideally become
increasingly skillful, consistent and committed in their use of an innovation.
Innovation effectiveness describes the benefits an organization receives as a result f its
implementation of given innovation. For Example: Improvement in profitability,
productivity, customer service, employee morale and ability.
Some theories are also applied in various organizations for creating innovation in different
sections of that organization.
Employee resistance to innovations is a significant impediment to required innovations and a
source of irritation in labor relations. Identifying when to face employee disagreement and
how to interact with it can be vital for the competitiveness of corporations that want to
innovate.
Employee resistance to innovations is not always harmful to the business according to the
literature and it depends on the innovation characteristics and institutional laws.
Resistance to change is regularly defined as a problem by researchers.
Employees require in depth knowledge of the design, procedures and outcomes of
organizational change.
Innovations in organization are key for educators to impart in students, not only to train
workers for change and overcome opposition but also to foster the kind of preparation and
buy in that makes employees active contributors to organizational change progress.

Positive Aspects of Innovation in Organization and Employee

Resistance:
As a response to market demands to improve performance, companies are now implementing
innovations in parallel with social arrangements of working environment.
There are many chances for the better growth of organization when they insist their
employees for creating and implanting innovations in the organization.
Companies needs to solve the issue of employees during the implementation of innovation.
Through implementing innovation and techniques in the organization the growth and
performance of the companies should be high.
Organizations must be able to adjust to respond to the changing in market.
Productive and cost-effective change in the organization is better for employees and
companies.
Firms may have a good chance of avoiding the big pitfalls associated with change if they
recognize which factors inhibit or hinder the progress of change management initiatives.
Highly innovative companies will lead their industries in terms of
a) Making radical and gradual inventions up to an ideal point
b) Getting innovations to market faster up to an ideal point
c) Developing higher quality innovations of all kinds.
Customers would benefit from a creative business, according to respondents, including
improved customer satisfaction, loyalty and image of the organization.
We are in developing countries and in this competition is on its peak between the
organizations so innovation must be needed in the company for better performance and be
aware your employees with new ideas.
Innovations is needed for brain washing and motivation of employees and enhance the
working capabilities of employees.
Innovation is needed for the companies to better market share.
Organizations make goodwill by implementing modern innovations within their departments.
Long term employee relationships, employees’ desires and willingness to charge high prices
of the products are done by implementing the new ways and innovation in the companies.
Companies take advantages over their competitors by implanting new ways of innovation.
Through innovation in the company employees get more advantages in the form of highly
payment of salaries because in short time they do lots of work with new techniques and get
more for this.
Employees are getting alert for their rights through creating modern ways in the companies.
An innovation orientation equips a company with the potential to create and execute new
ideas.
Employee resistance to innovation is a significant impediment to required innovation and a
source of annoyance in labor relations.
Knowing when to anticipate employee opposition and how to cope with it can be vital for the
competitiveness of business that want to innovate.

Negative Aspects of Innovation in Organization and Employee

Resistance:
The growth, acceptance, and implementation of technologies and innovation entail significant
market risk, as demonstrated by an 80% failure rate for new products recent years.
Innovation oriented firms may become too enamored with the idea of innovations, creating
more innovations for the sake of innovations.
Employees get bored by all of this if this practice is doing day by day in the organization.
Sometimes employees have no experience in the coming new ideas so in this way lots of
money and time will be spent for their training.
Highly paid tutors are assigned for the training workshops of un-experienced workers of
modern innovations.
Some people are fire from the company because they don’t have knowledge about the newly
creating innovations in the organizations.
We need more investment for launching innovations in the company.
Employees have traditional mind for doing their work we need to upgrade their mind by
training sessions. This is also a costly method.
We need to rebuild the organization from early stage.
In some cases, companies lost their Star and trust worthy employees because they don’t want
to work through modern techniques.
Organizations needs to create teams for research purpose that they make their research related
to innovations. This method is also very costly.
References:

References:
Abbey, A. &. (n.d.). R&D work climate and innovation in semi-conductors.

Angle, H., & Van de Ven, A. 1989. Suggestions for managing the innovation journey. In A. Van de
Ven, H. Angle, & M. S. Poole (Eds.), Research on the management ot innovations: The Minnesota
studies: 663-697. New York: Harper & Row.
Avey. J.B,. Wernsing T. S.& Luthans . F (2008) Can positive employees help positive organizational
change? Journal of Applied Behaviour science. 44(1), 48-70

Bercovtis, J.& Feldman, M. (2008) . Academic entrepreneurs: Orgaznizational change at the

individual level. Organization science, 19(1), 69-89.

Line Margrethe Jenhaug https://orcid.org/0000-0003-3660-0836

Acemoglu, D and Pischke, J. (1999), Beyound Becker; traing in imperfect labor markets,

Economic Journal, Vol, 109, pp, 112-43