Criteria of Innovativeness and Creativity in Start-Ups and Innovative Entrepreneurship
Abstract
Purpose: Innovativeness and development have become one of the greatest competitive advantage of all organisations. In order to develop innovations, human resources and their development are the main sources of creativity and new ideas, skills and their application. Therefore, this paper aims to investigate and identify approaches to enterpeneurship innovativeness. Furthwermore, paper develops current success criteria of start-ups based on qualitative research made with start-up leaders.
Methodology/Approach: The data were collected by means of a quantitative questionnaire research carried out among employees of organisations across sectors who take part in a talent programme in the Czech Republic. Moreover, qualitative research of start-up projects by means of content analysis was carried out among start-up organisations. For the analysis key words and short phrases were selected to find success criteria of start-ups. For the purposes of testing, the Pearson’s chi-square test and the association test were employed.
Findings: The results have shown statistically significant differences between the age category and creativity (p = 0.048) and the length of job history and the creativity demonstrated when performing job (p = 0.012). Furthermore, education plays role in innovativeness. University education may cause lowering of creativity by teaching standardized thinking. Moreover, results of study have shown that key success criteria (p = 0.000) of successful start-ups are: use of education and training, development, partners, theoretical mapping, use of expert help, use of concrete technologies, knowledge of project management, project functionality, personal interest in project delivery and efficiency of solution.
Research Limitation/implication: The results develop practice in defining key success criteria of innovative approach in enterpreneurships, start-ups and innovative-oriented organisations. The limits of the article can be deemed to consist in a relatively small sample of respondents; however, with respect to the exclusive approach to the talent management in the Czech Republic the sample can be described as sufficient. The results may inspire other researches to conduit further research in other conditions and deepen knowledge about this phenomenon.
Originality/Value of paper: The contribution of the article lies in identification and evaluation of the factors of innovativenes of enterpreneurships. Furthermore, practical contribution lies in identification and evaluation of the areas of the sustainable development of social start-ups. Practical contribution lies in presenting the concrete results from real start-up projects and innovative-oriented organisations. The results are important for development of new start-up ideas and project while their main efficient approaches are presented.
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Brown, P., Hesketh, A. and Williams, S., 2003. Employability in a knowledge-driven economy. Journal of Education and Work, 16(2), pp.107-26.
Cannon, J.A. and McGee, R., 2011. Talent Management and Succession Planning. London, UK: Chartered Inst. of Personnel and Development.
Carnicer, M.P., Sanchez, A.M., Perez, M.P. and Jiménez, M.J.V., 2004. Analysis of internal and external labour mobility: A model of job-related and non-related factors. Personnel Review, [e-journal] 33(2), pp.222-240. https://doi.org/10.1108/00483480410518068.
Claussen, J., Grohsjean, T., Luger, J. and Probst, G., 2014. Talent management and career development: What it takes to get promoted. Journal of World Business, 49(2), pp.236-244.
Collings, D.G. and Mellahi, K., 2009. Strategic talent management: A review and research agenda. Human Resource Management Review, [e-journal] 19(4), pp.304-313. https://doi.org/10.1016/j.hrmr.2009.04.001.
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Colvin, G., 2010. Talent nerozhoduje. Brno: Computer Press.
Curran, P.J. and Bauer, D.J., 2011. The disaggregation of within-person and between-person effects in longitudinal models of change. Annual Review of Psychology, 62, pp.583-619.
Dalal, R.S., Bhave, D.P. and Fiset, J., 2014. Within-Person Variability in Job Performance: A Theoretical Review and Research Agenda. Journal of Management, [e-journal] 40(5), pp.1396-1436. https://doi.org/10.1177/0149206314532691.
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De Vaus, D., 2002. Surveys in Social Research. London: Routledge/Taylor and Francis.
Deb, T., 2006. Strategic Approach to Human Resource Management. New Delhi: Atlantic Publishers & Dist.
Dell, D. and Hickey, J., 2002. Sustaining the Talent Quest: Getting and Keeping the Best People in Volatile Times. New York: The Conference Board.
Disman, M., 2009. Jak se vyrábí sociologická znalost. Praha: Karolinum.
Fisher, C.D., 2003. Why do lay people believe that satisfaction and performance are correlated? Possible sources of a commonsense theory. Journal of Organizational Behavior, [e-journal] 24(6), pp.753-777. https://doi.org/10.1002/job.219.
Gallardo-Gallardo, E., Dries, N. and González-Cruze, T.F., 2013. What is the meaning of ‘talent’ in the world of work?. Human Resource Management Review, [e-journal] 23(4), pp.290-300. https://doi.org/10.1016/j.hrmr.2013.05.002.
Gannon, J.M. and Maher, A., 2012. Developing tomorrow’s talent: the case of an undergraduate mentoring programme. Education + Training, [e-journal] 54(6), pp.440-455. https://doi.org/10.1108/00400911211254244.
Glomb, T.M., Bhave, D.P., Miner, A.G. and Wall, M., 2011. Doing good, feeling good: Examining the role of organizational citizenship behaviors in changing mood. Personnel Psychology, [e-journal] 64(1), pp.191-223. https://doi.org/10.1111/j.1744-6570.2010.01206.x.
Gururajan, V. and Fink, D., 2010. Attitudes towards knowledge transfer in an environment to perform. Journal of Knowledge Management, [e-journal] 14(6), pp.828-840. https://doi.org/10.1108/13673271011084880.
Hartmann, P.M., Zaki, M., Feldmann, N. and Neely, A., 2016. Capturing value from big data – A taxonomy of data-driven business models used by start-up firms. International Journal of Operations & Production Management, [e-journal] 36(10), pp.1382-1406. https://doi.org/10.1108/IJOPM-02-2014-0098.
Hendl, J., 2012. Overview of statistical methods for data processing (in Czech). Prague: Portal.
Hiam, A., 2003. Motivational management: inspiring your people for maximum performance. London: AMACOM.
Chapman, D., Uggerlev, K., Carroll, S., Piasentin, K. and Jones, D., 2005. Applicant attraction to organizations and job choice: a meta- analytic review of the correlates of recruiting outcomes. Journal of applied psychology, [e-journal] 90(5), pp.928-944. https://doi.org/10.1037/0021-9010.90.5.928.
Cheese, P., Craig, E. and Thomas, R., 2008. The talent powered organization: strategies for globalization, talent management and high performance. London, UK: Kogan Page.
Judge, T.A., Thoresen, C.J., Bono, J.E. and Patton, G.K., 2001. The job satisfaction-job performance relationship: A qualitative and quantitative review. Psychological Bulletin, 127(3), pp.376-407.
Keil, M., Amershi, B., Holmes, S., Jablonski, H., Lüthi, E., Matoba, K., Plett, A. and Von Unruh, K., 2007. Training Manual for Diversity Management. [pdf] Brussels: Euroean Commission. Available at: < http://www.migpolgroup.com/public/docs/127.TrainingManualforDiversityManagement_EN_09.07.pdf > [Accessed 04 March 2017].
Ledford, G. and Kochanski, J. 2004. Allocating training and development resources based on contribution. In: L. Berger and D. Berger, eds. 2004. The Talent Management Handbook. New York, McGraw-Hill.
Levy, M., 2011. Knowledge retention: minimizing organizational business loss. Journal of Knowledge Management, [e-journal] 15(4), pp.582-600. https://doi.org/10.1108/13673271111151974.
Li, J., Brake, G., Champion, A., Fuller, T., Gabel, S. and Hatcher-Busch, L., 2009. Workplace learning: the roles of knowledge accessibility and management. Journal of Workplace Learning, [e-journal] 21(4), pp.347-364. https://doi.org/10.1108/13665620910954238.
Lin, S.C. and Chang, J.N., 2005. Goal orientation and organizational commitment as explanatory factors of employees' mobility. Personnel Review, [e-journal] 34(3), pp.331-353. https://doi.org/10.1108/00483480510591462.
Linhartová, L. and Urbancová, H., 2012. Results of analysis of employee mobility: factors affecting knowledge continuity. Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis, [e-journal] LX(4), pp.235-244. https://doi.org/10.11118/actaun201260040235.
Linhartová, L., 2012. Variability of Employees’ Behaviour during Disaffection. Ekonomický ?asopis, 60(1), pp.83-97.
Loke, S.P., Downe, A.G., Sambasivan, M. and Khalid, K., 2012. A structural approach to integrating total quality management and knowledge management with supply chain learning. Journal of Business Economics and Management, [e-journal] 13(4), pp.776-800. https://doi.org/10.3846/16111699.2011.620170.
Manning, P., 2010. Explaining and developing social capital for knowledge management purposes. Journal of Knowledge Management, [e-journal] 14(1), pp.83-99. https://doi.org/10.1108/13673271011015589.
Maroušek, J., Hašková, S., Zeman, R. and Vaní?ková, R., 2015. Managerial Preferences in Relation to Financial Indicators Regarding the Mitigation of Global Change. Science and Engineering Ethics, [e-journal] 21(1), pp.203-207. https://doi.org/10.1007/s11948-014-9531-2.
Martín-De Castro, G., Delgado-Verde, M., Navas-López, J.E. and Cruz-González, J., 2013. The moderating role of innovation culture in the relationship between knowledge assets and product innovation. Technological Forecasting and Social Change, [e-journal] 80(2), pp.351-363. https://doi.org/10.1016/j.techfore.2012.08.012
Maruta, R., 2012. Transforming knowledge workers into innovation workers to improve corporate productivity. Knowledge-Based Systems, [e-journal] 30, p.35-47. https://doi.org/10.1016/j.knosys.2011.06.017.
Maxwell, J.C., 2012. 5 úrovní leadershipu. Praha: BETA.
McDonnell, A., Lavelle, J. and Gunnigle, P., 2014. Human Resource Management in Multinational Enterprises: Evidence From a Late Industrializing Economy. Management International Review, 54(3), pp.361-380.
Meyer, J.P. and Allen, N.J., 1991. A three-component conceptualization of organizational commitment. Human Resource Management Review, [e-journal] 6(1), pp.61-89. https://doi.org/10.1016/1053-4822(91)90011-Z.
Meyers, M.C. and van Woerkom, M., 2014. The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda. Journal of World Business, [e-journal] 49(2), pp.192-203. https://doi.org/10.1016/j.jwb.2013.11.003.
Michela, J.L., 2007. Understanding employees’ reactions on supervisors’ influence behaviours. International Journal of Organizational Analysis, [e-journal] 15(4), pp.322-340. https://doi.org/10.1108/19348830710900133.
Pearce, J.L. and Randel, A.E., 2004. Expectations of organisational mobility, workplace social inclusion, and employee job performance. Journal of Organisational Behaviour, [e-journal] 25(1), pp.81-98. https://doi.org/10.1002/job.232.
Pecáková, I., 2011. Statistics in field surveys (in Czech). Prague: Professional Publishing.
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Authors
Vnoučková, L. (2018). Criteria of Innovativeness and Creativity in Start-Ups and Innovative Entrepreneurship. Quality Innovation Prosperity, 22(1), 27–43. https://doi.org/10.12776/qip.v1i1.1040
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