Everyday innovation report - Nesta
Everyday innovation report - Nesta
Everyday innovation report - Nesta
You also want an ePaper? Increase the reach of your titles
YUMPU automatically turns print PDFs into web optimized ePapers that Google loves.
Table 5: List of available and most effective resources/initiatives<br />
Percentage of whole sample citing the Percentage of whole sample citing the<br />
following resources/initiatives as available following resources/initiatives as most<br />
in their organisation effective for facilitating <strong>innovation</strong><br />
Leadership/management training 60 Leadership/management training 31<br />
Cross-functional teams 47 Brainstorming activities 31<br />
Brainstorming activities 45 Work time devoted to developing new ideas 29<br />
Job rotation/secondments 32 Individual incentives or reward programmes 29<br />
that encourage <strong>innovation</strong><br />
Individual incentives or reward programmes 30 Cross-functional teams 28<br />
that encourage <strong>innovation</strong><br />
Recruitment selection criteria that recognise 29 Team incentives or reward programmes that 24<br />
<strong>innovation</strong> and creativity encourage <strong>innovation</strong><br />
Risk-management training 27 Recruitment selection criteria that recognise 23<br />
<strong>innovation</strong> and creativity<br />
Work time devoted to developing new ideas 26 Job rotation/secondments 20<br />
Induction programmes that emphasise <strong>innovation</strong> 22 Training courses specifically aimed at 19<br />
developing innovativeness<br />
Base: N=850. These responses sum to more than 100 per cent as this was a multiple response question which allowed<br />
respondents to tick three options.<br />
Table 6: Rank order of importance of organisational resources/initiatives in terms of<br />
predicting idea generation<br />
Organisational resources/initiatives Rank order of importance<br />
Work time devoted to developing new ideas 1<br />
Team incentives or reward programmes that encourage <strong>innovation</strong> 2<br />
Induction programmes that emphasise <strong>innovation</strong> 3<br />
The identification of idea champions 4<br />
Job rotation/secondments 5<br />
Brainstorming activities 6<br />
Training courses specifically aimed at developing innovativeness 7<br />
Recruitment selection criteria that recognise <strong>innovation</strong> and creativity 8<br />
and working practices). Whilst responses are<br />
based on self-<strong>report</strong> rather than actual data,<br />
the results suggest that ‘work time devoted<br />
to developing new ideas’, ‘team incentives’<br />
and ‘induction programmes that emphasise<br />
<strong>innovation</strong>’ were seen as the most successful at<br />
predicting employee-level idea generation (see<br />
Table 6).<br />
41