Dsicuss about the Regulating Innovation In The New Economy.
In the current time, innovation is one of the key criterions for the business organizations in order to gain competitive advantages in the market. Moreover, there is a direct relationship between the innovation and leadership. This is due to the reason that effective leadership approach will help to determine the level and effectiveness of the innovative idea in the organization (Sethuraman and Suresh 2014). However, in doing so, there are various challenges being faced by the business organizations. Uber is one of the major organizations who are concentrating more on the innovative ideas to operate in the market (Gobble 2015). However, there are various challenges in the business operation being faced by Uber in regards to the innovation.
This report will discuss about the leadership and innovation challenges for Uber. In addition, different theories and concepts will be used in order to evaluate the intensity of the challenges faced by them. Few recommendations will be discussed to overcome the identified issues along with some practical steps.
One of the major leadership challenges being faced by Uber is the negative organizational environment and cultures. According to the reports, there are instances of sexual harassments in organization. This denotes that organizational culture of Uber is not favorable for the employees (Leighton 2016). Leadership is facing the challenge of rectifying these issues. Another issue is the treatment of the employees. According to various reports, drivers of Uber are treated as freelancers rather than their permanent employees. Thus, employees are not getting any types of benefits other than their basic compensation. This is causing reduction in the level of motivation for the employees. These issues are also restricting Uber from sustaining innovative ideas (Maheshwari 2017). This is due to the reason that having demoralized employees in place will not be able to generate innovative ideas. There is an urgent need of having effective leadership in place to avoid these issues.
One of the frameworks that can be used in overcoming the above issues is the initiation of the Maslow’s needs theory. This theory does not state the effective leadership styles, but it helps in identifying the needs of the employees to motivate them in the organizations. According to this theory, safety needs of the employees should be met in order to prevent the issues of sexual harassments (Jerome 2013). Moreover, it will also help to meet the financial needs of the employees by providing employees benefits. This theory will help in meeting all the need of the employees and will help in motivating the employees.
Another step that can be followed is the initiation of the transformational style of leadership. This style of leadership will enable the upper level management to gain the feedback and opinion of the employees in the decision making process (Zhu et al. 2013). Moreover, having the transformational leadership will help in providing employees with proper work life balance. Employees will get motivated by their leaders and will feel more important in the organization by having their say in their decision making process. These steps will help in overcoming the identified issues in the previous section.
One of the key innovation challenges for Uber is the issue with creating value from their existing innovative measures. This is due to the reason that the innovative business approaches of Uber are becoming outdated with time. For instance, the effectiveness of booking cab by app is becoming outdated with the emergence of more competitors in the global markets along with various small competitors in the regional markets (Cohen, Almirall and Chesbrough 2016). Another innovation challenge that is faced by Uber in the recent time is the lack of sources of generating innovative ideas. This is due to the reason that with having ineffective leadership in place is restricting the sources of innovation in the organization. Thus, they are in the need of having some sorts of innovative strategies, which will help them in enhancing their innovative approaches in the market.
One of the key steps that can be initiated by them is the strategy of disruptive innovation. Though, Uber is already having disruptive innovation strategy in place by introducing the concept of app based online cab service, but they are in the need of disruptive innovation again (Christensen, Raymor and McDonald 2015). With the help of the disruptive innovation, Uber will be able to create entire new markets for operation and will have huge business opportunities. However, it should be noted that Uber should continue their process of initiating disruptive innovation due to the reason that any type of innovative ideas will get outdated with time. Thus, it is important for Uber to have disruptive innovation in place at any point of time. Thus, their approach of continuing with same innovation should be changed.
Uber is not active enough in defending their existing innovation, which is causing loss in competitive advantages in the market. Thus, this should be changed and they should initiate the strategy of active innovation. This will help Uber to increase the life cycle of their existing innovations. Currently they are more passive to the generation of the innovative ideas and this should be changed to active.
One of the key organizational priorities of Uber is employee management . This is due to the reason that similar to any other business organizations; Uber is also operating in the market and gaining profits due to their human resources (Alfes et al. 2013). Thus, in the current time of their rough phase, their priority is to manage the human resources effectively and to maintain their effectiveness and productivity. Another priority of them is to initiate and design the leadership approach in such way that it will have positive impression on the employees as well as in the entire organizational processes. The next priority of them is to initiate innovative culture in the organization in order to motivate the employees in generating the innovative ideas (Wei et al. 2013). The last organizational priority of them is to have disruptive innovation in place. This is due to the reason that disruptive innovation will only help them to create new market opportunities. Thus, their priority is to ensure that the generated innovation is disruptive in nature.
Conclusion
Thus, it can be concluded that Uber is facing number of organizational challenges including the innovative and leadership challenges. These challenges are costing their competitive advantages in the market. In view to these issues identified, this report discussed about some of the recommended steps, which will help to overcome the challenges. Moreover, there are some areas also identified in this report, which will further need to be changed in order to have ideal internal environment in place. Apart from the recommendations, this report also discussed about some key steps that need to be followed by Uber in implementing the change in the organization. The steps are being stated in most practical manner and it is expected that effective implementation of these steps will help in overcoming the identified issues.
Reference
Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), pp.330-351.
Christensen, C.M., Raynor, M.E. and McDonald, R., 2015. What is disruptive innovation. Harvard Business Review, 93(12), pp.44-53.
Cohen, B., Almirall, E. and Chesbrough, H., 2016. The city as a lab: Open innovation meets the collaborative economy. California Management Review, 59(1), pp.5-13.
Gobble, M.M., 2015. Regulating innovation in the new economy. Research-Technology Management, 58(2), pp.62-67.
Goodwin, G.C. and Graebe, S.F., 2017. Work-Life Balance. In A Doctorate and Beyond (pp. 179-185). Springer, Cham.
Jerome, N., 2013. Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource and employee’s performance. International Journal of Business and Management Invention, 2(3), pp.39-45.
Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational commitment of employees. International Journal of Advancements in Research & Technology, 2(4), pp.407-423.
Leighton, P., 2016. Professional self-employment, new power and the sharing economy: Some cautionary tales from Uber. Journal of Management & Organization, 22(6), pp.859-874.
Maheshwari, N., 2017. Uber taxi cab-handling crisis communication. Emerald Emerging Markets Case Studies, 7(4), pp.1-17.
Sethuraman, K. and Suresh, J., 2014. Effective leadership styles. International Business Research, 7(9), p.165.
Wei, Y.S., O’Neill, H., Lee, R.P. and Zhou, N., 2013. The impact of innovative culture on individual employees: The moderating role of market information sharing. Journal of Product Innovation Management, 30(5), pp.1027-1041.
Zhu, W., Newman, A., Miao, Q. and Hooke, A., 2013. Revisiting the mediating role of trust in transformational leadership effects: Do different types of trust make a difference?. The Leadership Quarterly, 24(1), pp.94-105.
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