組織創新文化之探討

An Exploration of Shaping the Innovative Culture of Organization

創新是知識經濟中最重要的元素，因而如何讓組織具創新性是任何組織發展最重要的課題。然要組織有創新性，必須經營組織的創新文化，而「冒出頭的釘子，容易被槌下去」，創新經常被打擊。如何克服普世價值，形塑組織創新文化是必須由上而下體認團隊要「相互漏氣才會進步，相互監督才會完美，相互支援才會發展，相互鼓勵才會創新。」要相互鼓勵，必須相互肯定，而要能相互肯定，就必須有開放的氣氛，及互信的基礎。本文根據此原則，說明如何應用0K理論來建立互信的文化，及以Johari'swindow（周哈里窗）來調適開放性。最後以點子創出分享的轉化歷程來釐清互信、開放組織文化在再組織創新的必要性，作為經營創新組織的參考。

Innovation is the most essential element in knowledge-based economy. Based on this concept, the most important responsibility to the organization developer is to promote and embed creative culture in an organization. Nevertheless, there is a nail out of the table, there will have a hammer to knock it down, that means innovation always result to be punished or destroyed. As a matter of management, how to overcome this common ideology and shape the creative culture, one must recognize that to point out something wrong can generate a lot of progression, to monitor each other’s job can ensure the perfection; to support each other’s can enhance the organization development; and to encourage each other can promote creation. In other words, in order to motive members to encourage each other, the organization climate should possess the spirit of mutual trust, and opened interaction. According to this principle, this article illustrates the application of OK theory to promote mutual trust in a team, and Johari ‘s window theory to adjust the opened-mind of team members. afterward, on the trust and opened culture have been developed, the knowledge sharing can be promoted to exchange idea to increase the intellectual capital of an organization.