Innovation

An Axiological and OD Exploration

Abstract

Turbulent times require organizations that are open to innovation. Axiological thinking and measurement can contribute much to the development of an innovative climate. Climate development in organizations is a complex problem: there is no one answer in the "back of the book." The first step in complex problem solving is fact-finding. Until one is in possession of clear, relevant facts, the issues to address will themselves be unclear. Axiology provides just this clarity and relevance. In analyzing organizational climate, three myths must be addressed. There is, first of all, not a necessary congruence between what is communicated in an organization and what is actually internalized. Secondly, innovation is not a simple concept that means the same thing to all. Third, self-report measures are not always the best way to ascertain an organization's belief system and attitudes. Axiometric methodology takes these assumptions into account and provides a data-rich way to address an organization's approach to innovation. Analysis of perceived and desired reality in an organization is a key factor in this process. Intrinsic, Extrinsic, and Systemic dimensions of desired and real states can give a clear picture of the degree of alignment that exists, both between these states, and among organizational units and levels. Preliminary findings from both a large national government agency and a local city government suggest that measuring organizational vision and practice, as well as the talent to support that vision, can indeed provide the clear and relevant fact-finding essential for building innovative organizations.