In this chapter we identify and discuss important elements of Employee-Driven Innovation (EDI), and show how the interrelationship between professional role performance, cultural characteristics, and supportive means and tools is central in this respect. Drawing on data from 20 Norwegian enterprises known for their productive involvement of employees in innovation work, we discuss how leaders, employees and union representatives can carry out their work and use various means and tools to encourage the development of cultural characteristics essential for successful EDI practices. Our study indicates that EDI is mainly about how managers and employees see and perform their roles, and less about formal structures. There are several organizational efforts that can be made to support the development of a culture for joint innovation effort, but improved innovation capacity through the implementation of EDI practices requires the successful inter-play between all three dimensions (roles, culture and tools).
- Cultural Change
- Innovation Management
- Cultural Characteristic
- Professional Role
- Harvard Business Review
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© 2012 Tone Merethe Aasen, Oscar Amundsen, Leif Jarle Gressgård and Kåre Hansen
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Aasen, T.M., Amundsen, O., Gressgård, L.J., Hansen, K. (2012). In Search of Best Practices for Employee-Driven Innovation: Experiences from Norwegian Work Life. In: Høyrup, S., Bonnafous-Boucher, M., Hasse, C., Lotz, M., Møller, K. (eds) Employee-Driven Innovation. Palgrave Macmillan, London. https://doi.org/10.1057/9781137014764_3
Publisher Name: Palgrave Macmillan, London
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Online ISBN: 978-1-137-01476-4