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SUMMARY OF THE CASE STUDY

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SUMMARY OF THE CASE STUDY

In order for firms to  grow and survive in the dynamic environment  they need to be very competitive  and  innovative . Research has shown that various factors contribute to the  successful implementation of  innovation such as how the innovation is  adopted and  the  impact of the innovation among others .  This study has been conducted    to investigate  the employees attitude or behavior  as a factor influencing towards the innovation  implementation  process  . When there is   technological or administrative  innovation it affects the employees in one way or another in that certain things have to change such as their roles routines or either they will need to upgrade their skills. Thus  any  innovation  directly affects the employees  and causes them to behave differently depending on what they think is the outcome of the  innovation  or their attribution. This study  focusses on attribution of employees   which means the alleged cause of a result  or  it is the interpretation  of the expected outcome .Attribution of an employee is very important because it  dictates his or her reactions towards implementation and  the outcome .

Depending on the attribution  an employee can develop  several types of  behaviors towards  implementation  which are, active ,passive  and  avoiding  the implementation . There are thus two types of innovative attributions  based on innovational intentionality, one is positive which is based on   constructive intentionality   and negative based on deceptive  intentionality. Constructive intentionality means  that  the  employee thinks that an organization has adopted an innovation with a motive to achieve certain goals  such as development and improving the employees welfare . This is the positive reasoning of an employee. While the  attribution to deceptive intentionality  refers to the negative thinking of an employee whereby he thinks  that  the innovation  is meant to   exploit and suppress the   employees.

This case study was done to investigate the attribution theory  and its effects   on the employees behavior on innovation implementation. The  focus was  based on deceptive and constructive  intentionality  . Data was collected from  a sample of thirty three teams from Korea and fifty one team from China  . Hypothesis were developed based on employee attribution to  both constructive and deceptive intentionality and also the   relationship  between  innovation effectiveness to implementational behavior . Several measures were used determine the  results of the hypothesis  .Analysis was done through the path analysis . the study encountered various limitations  which included  data being collected  at one point in  a period of time hence no comparisons , the study measured innovation effectiveness on the individual level   hence  no generalization and lastly the study did not  check other factors that may  affect innovation effectiveness.

The case study showed that  when the employee attributes  to constructive  intentionality , it means  the employee would  be more  active  in implementation and   would  thus  not avoid any  innovation  implementation or undesirable implementation .The constructive intentionality  thus leading to   increase in  innovation effectiveness. The findings also show that   employees attribution to constructive intentionality is not significantly associated with the passive implementation or rather implementation by the mere fact of following instructions .  On the hand any employee with a attribution to deceptive intentionality  avoided implementation and thus leading to decrease in the innovation  effectiveness.

In the  journal  electronic physician, a study was  conducted to determine  the successful implementation  of a Computerized Provider Order Entry (CPOE) from the physicians perspective.  This technology   had various  advantages as learnt from various hospitals where it had been implemented   such as it aided in  avoiding errors , it  reduced  handwritten notes, It ensured confidentiality and most  importantly it led to  increased  patients safety since it allowed for proper decision making by the doctor.  Data was collected through questionnaires from the two hundred physicians in order to determine  their attitude toward the system  innovation, The diffusion of innovation theory formed the basis  of the literature review. Data analysis was done  using the descriptive analysis method.  The study had several limitations including the small sample size  , the target population  only involved physicians and only quantitative analysis was conducted .  In the results  the highest  percentage of physicians  had heard  about the advantages of the CPOE   system CPOE system but they had never used the system.

Despite the system advantages physicians were reluctant  or their attribution towards  the implementation  was  negative. In conclusion since   physicians did not have a good attitude or rather were negative   despite the  system having an advantage it meant that implementation was not possible  and thus the  physicians preferred  their normal way of recording  which had a lot of error . The study thus recommended proper training of the physicians as a way of reducing their negative perception   towards the health innovation  .This thus  supports the earlier case study  that employee attitude towards an innovation determines its implementation.

In  conclusion based on the two case studies  the behavior  or  reaction of an employee towards an innovation  determines  if it will  be successfully implemented or not . Attribution of employees are either  towardsconstructive intentionality or deceptive intentionality . in  the Implementation of a project  an employee can be actively  or  passively involved or he can avoid the implementation process completely. Attribution to constructive intentionality has a huge positive impact on the innovation effectiveness. Constructive intentionality  leads to active involvement in the implementation process and thus resulting to innovation effectiveness. From the study a person who is   passive  or rather only follows implementation rules laid by the organization is not attributed to constructive intentionality. An employee attributed to deceptive intentionality avoids  the  implementation of an innovation

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