engleski

Can organizational culture help manage the innovation paradox?

Purpose: One of the crucial aspects of an organization’s survival is how it manages innovation paradox. This topic received significant attention in the literature and consequently many new constructs surrounding it emerged. Parallel with the growth of literature some of key terms became too broad. The aim of this paper is to synthetize the definitions of the concepts that hold the key to understanding contextual ambidexterity and the innovation paradox. The paper also aims to present a literature review of papers that deal with the question: How do organizations that want to achieve contradictory goals such as simultaneously pursuing incremental and radical product innovation, work on their ability to achieve those goals, and what is the role of organizational culture in this process. Design: In order to gain insights into the relationship between organizational culture, contextual ambidexterity and innovation paradox, a literature review and interviews with two production managers from large Croatian manufacturing companies were conducted. Findings: Literature suggests organizational culture plays an important role in creating contextual ambidexterity that helps manage innovation paradox in organizations. Respondents provide some data that supports these claims, however, other organizational factors such as worker age and education, centralization and industry seem to influence this relationship as well. Originality: This paper synthesizes the findings on the relationship between organizational culture, contextual ambidexterity and innovation paradox and opens some additional questions regarding other factors that seem to influence this relationship.

contextual ambidexterity ; innovation paradox ; organizational culture ;

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