BSS057-6 Corporate Innovation and Entrepreneurship Assignment Sample

CRITICAL EVALUATION OF VIGNETTES (SCENARIOS)

Executive Summary

The Luton Council also known as Luton Borough Council target to develop a healthy, fair, and sustainable town by 2040. The Luton Council mainly emphasizes 5 different segments of population well-being, inclusive economy, strong community, health inequality, for net zero emissions. The key vision of Luton Council is developing sustainable, children-friendly towns. The Luton Council is also targeted to thrive the poverty-free town for which several strategies is developed by Luton CC. therefore, the identification of innovation theories helped to improve the strategic approaches of Luton CC. The two distinct types of innovation strategies of entrepreneurial approach and entrepreneurial mind set are adopted for the identification of the innovation strategies of Luton CC which are discussed as follows. Adoption of different techniques and strategies like stricture solving systematic process of Design Thinking, CPS can help to identify the strategic pathway for corporate innovation of Luton CC. The HR innovation and organizational development also improve the corporate innovation process of Luton CC.

1.0 Introduction: BSS057-6 Corporate Innovation and Entrepreneurship

Luton Council is a popular leader institution that took the vision for building a fair, healthy, sustainable town by 2040 where no one can suffer from poverty. Therefore, the Luton Council emphasizes five key priorities developing an inclusive economy, population well-being, managing health inequalities, developing a friendly atmosphere, net zero emissions, and empowering a strong community. Therefore, the Luton Council emphasized on creation of poverty poverty-free country (Baxter, 2023). However, Luton Council faced several challenges from its corporate peers.

Background of the study

The Luton Council found several challenges from the corporate peers and the relationship between the staff and the councils. Therefore, the development of multiple analyses of both from entrepreneurial mindset and entrepreneurial architecture helps to identify the entrepreneurship and corporate innovation strategy for Luton Council by which the Council can easily develop a culture-supportive and climate-supportive innovative creation planning by 2040 discussed in the following sections.

1.1 Vision and Challenges for Luton City Council

Luton Council emphasized developing environmental sustainability, children children-friendly towns, social cohesion, and strategies analysis for population wellbeing by 2040. Another target of Luton Council is to thrive in a poverty-free town for which Luton Council targeted to open a college in 2022 named Barnfield College. Luton Council also improved the facility services for “Lewsey Sports Centre” in 2021 (Darlington et al. 2020). Luton Council also targeted to development of community hubs, “Power Court Football Stadium’, disabilities center, infrastructure for net zero emission, etc. However, Luton Council faced several challenges like Red Tape challenges of excessive rules, delays and inefficiencies, inflexibility of rigid procedures for adaptability, and stifling innovation (Brand et al. 2022). Bureaucratic Drift, Complexity of negative services for the citizens, inconsistency in service procedures, etc. (Brand et al. 2020). Luton Council also followed the Heritage Strategy and launched a Curating Luton in September 2021. Therefore, the key objective of the Luton Council is to develop an innovative climate management program by 2040 .[Referred to Appendix: 1].

2.0 Critical analysis of integrating innovation and theory and entrepreneurial mindsets into practice in Luton CC

The adoption of entrepreneurship and corporate innovation and the investigation of entrepreneurial architecture and entrepreneurial mindset plays an important role in investigating innovation theory for Luton CC, which are discussed as follows.

The entire entrepreneurship and the “corporate innovation process” can be divided into two parts 1) entrepreneurial mindset and 2) entrepreneurial architecture which are discussed as follows.

Figure 1: Integration of two entrepreneurship practices

(Source: Self-created in MS Word)

Integrating innovation from an entrepreneurial mindset

The development of a successful entrepreneurial mindset through cultural innovation, training and skill development programs, and risk management ideas can help Luton CC to improve the overall innovation management theories (Budd et al. 2023).

Adoption of 3C’s innovation theory

The Luton CC can adopt “3C’s innovation theory” of connection, collaboration, and creativity by which development planning for culture-supportive and climate-supportive innovation can easily improve organizational developments. The “3C’s innovation theory” also

Figure 2: “3C’s theory of innovation theory”

(Source: https://www.researchgate.net/figure/3C-CT-creativity-and-collaboration-multiple-moments-pedagogical-model_fig1_337452915)

The Luton CC can easily improve the inconsistency in people management strategies. Adoption of this type of theoretic approach provides responsiveness by which Luton CC can easily develop a plan for long-term strategic management through training and development programs for the employees.

The employees lack opportunities for improving career growth which might increase the retention rate and decrease performance levels (Crowther et al. 2023). Therefore, the HR team of Luton CC can provide opportunities for the employees and the team members.

Integrating innovation from entrepreneurial architecture

On the other hand, the entrepreneurial architecture is another important part that helps the Luton CC to understand the overlapping components of leadership, strategies, systems, and structures for developing the entrepreneurial mindset of the Luton CC (Gelhausen, et al. 2022). Therefore, the Luton CC can develop a connection relationship with other existing entrepreneurs by which the Luton CC can easily develop planning for culture-supportive and climate support for climate-supportive programs by 2040.

Adoption of some leadership theories like “transformational leadership theories”, and “transactional leadership theories” helped to increase the efficiencies for organizational development and relationship with the HR (Kowalska et al. 2022). The Luton CC faced challenges of poor performance of the employees. Therefore Luton CC can adopt the “Cognitive learning theory”, “Constructive learning theory”, and “Learning Curve theory” to manage the poor performance levels Of the team members of Luton CC.

Scenario 1: Areas that the Luton Council focused for innovation and investment

Luton Council adopted the People's Plan for organizational development and HR development. Adoption of the “People Plan” helps to develop a strong commitment to diversity and equality in the Council. Luton Council established some mechanisms for internal communications through regular conference meetings with the staff and informed information for all staff (Lee et al. 2021). Luton Council also created some management and leadership development programs to enable staff progress. Luton Council also established the Heritage Strategy with the help of the “National Lottery Heritage Fund” in September 2021 where the development of partnerships among stakeholders and community groups are developed. This Heritage Strategy provides support for developing community organizations and the growing kind of ecosystem across the town.

Scenario 2: Areas that the Luton Council give less investment for innovative transformation

Luton Council has to improve several areas for successful development of planning implementation. Luton government has to develop effective implementation for supporting the planning transformation and program management. Luton Council places less emphasis on people management approaches for which a significant level of inconsistency is widely observed (Mahadikar, 2024). The Luton Council also faced huge challenges in managing organizational leadership which also needed to improve innovative transformation processes through investments. The “People Plan” needs to improve management practices for performance management, and opportunities for career development.

2.1. Critical analysis of individuals' creativity for Blocks weakening the creative inking at Luton City

Individual creative thinking helps to improve problem-solving and innovation creativity. Therefore, the creative clocks are considered one of the important parts that help to reduce productivity occurrence and creative thinking. The creativity blocks also helped to identify the lack of experiences and repetitive routines that are found in the Luton CC projects (Paun et al. 2024). It is identified that employees of the Luton CC team adopt various strategies for social services, environmental services, economic development, climate changes of carbon emission levels, etc. Moreover, the Luton Cc project faced a significant inconsistency from a People Management perspective.

Creativity Blocks for the employees

The lack of career growth opportunities for employees is also responsible for increasing the employee retention rate. Therefore, Luton CC can manage the creativity block through the necessary training, and skill development opportunities with “reward and recognition programs”.

Creativity clocks for organizations

The Luton CC team can develop some strategic implementation for transforming the overall capacities of the employees. Providing some recognition mechanism of awards for Staff excellence performance, improvement of the transformation capacity like internal communications, and regular basis staff conferences might help to overcome the creativity Blocks of the Luton CC (Quinio and Rodrigues, 2021).

2.1.1 Suggestion and recommendations to overcome individual Mind Block for growth mindset and creativity

The above section highlighted the creativity blocks of the individual organizations, employees, and staff members based on which the recommended suggestions are discussed as follows. The Luton CC can improve the mind block of individual employees by following ways.

The Luton CC can engage the employees in multiple innovative types of weekly basis projects and embrace the challenges for solving the strategies by which the mind block of the individual employees can be easily overcome (, Griggs and Howarth2023).

2.2. Critical analysis id techniques of structured problem ideation/solving techniques for overcoming individual Blocks

The Luton CC has to identify the main gap that is raised for solving the climate challenges strategies by 2040. It is identified that there exists a large gap between several strategies. For example, Luton CC adopted the Heritage strategy where funding is the main challenge that raised from the overall project analysis. Partnership with the stakeholders is another challenging factor that is needed to improve community development strategies.

The peer challenges are a major challenge that is identified from peer observation of the Luton CC projects (Luton.gov.uk, 2023). The Luton CC can also adopt some “Luton Investment Framework (LIF)” that helps in developing physical development and infrastructure improvement for the peoples of Luton CC.

The Luton CC can adopt various types of “systematic problem-solving techniques” of brainstorming, gap analysis, Superhero technique, Analogies, etc.

Figure 3: Structured problem solving technique For Luton CC

(Source: Self-created in MS Word)

Brainstorming technique

The brainstorming techniques are considered one of the creative thinking processes that often help the employees of Luton CC to solve complex challenges. The employees can easily share new ideas and thinking processes by which the collaborative communication between the teams and HR can be easily solved for the Luton CC projects.

Superhero technique

The Superhero technique is another innovative technique that might use by the Luton CC for recognizing growth and supportive information for the employees (Luton.gov.uk, 2024), Luton CC can encourage the employees to follow the leaders for that the employees can get support for controlling the employee retention rates and performance managment levels.

Hackathons

Another innovative strategy that Luton CC can adopt is the hackathon projects. Adoption of this type of strategic process helps the employees to solve problems and new opportunities by which the employees can easily identify the leadership strategies.

Gap Analysis

The gap analysis is another vital concept under systematic problem-solving approaches from where the Luton CC project team can differentiate between the current and previous project state for the next 20 years' project strategies. Analyzing the current project state of Luton CC it is identified that the people strategy of Luton CC requires to improve its current organizational process.

Analogies

Analogies is another important concept that helps to comparison the existing transformation capacities. The Luton CC can easily identify the current state of the climate-changing sustainable project by comparing it with another similar kind of project management. However, Luton CC can face several challenges with complex concepts that are used in the Luton CC projects.

Therefore, the “Luton CC can follow the above systematic structure to solve the identified problem of Luton CC from significant inconsistency, Planned leadership strategies, etc.

2.3. Critical analysis of effectiveness and application of Systematic process-based problem-solving techniques for Luton CC

The “systematic problem-solving techniques” are an important aspect that helps in developing critical thinking and problem-solving roles for the Luton CC. there exist various steps by which Luton CC can adopt effective strategic approaches for problem-solving strategies for internal and external approaches of Luton CC. In the first step, Luton CC can identify the main cause by adopting “Root cause analysis” strategies (Luton.gov.uk, 2024). The key target of Luton CC is developing the climate supporting program and zero net emission level by 2040. Therefore, Luton CC will adopt the future-ready program by 2040. In the first peer challenge situation, there exists a poor management system and robust infrastructure. The variability and the inconsistency are also highlighted through root problem detection during 2018.

Design Thinking (DT)

The most innovative creative types of solutions are easily found by using these types of Design Thinking (DT) techniques. All the team members can easily find the most creative solutions for the entire identified systematic problems in solving the climate-supportive innovation programs. At the first stage, the Luton CC can highlight the user needs by which the entire project management operations for the Future Ready program can be done effectively (Griggs and Howarth, 2023). However, the Luton CC might face the challenges of business viability, technical feasibility, and people's desirability for continuous usage of this type of Design Thinking (DT) strategies. The Luton CC can get the most dependable and repeatable understanding of challenges for the Future Ready project by 2040.

Creative Problem-solving Method (CPS)

The Luton CC can also adopt the “Creative Problem-Solving (CPS)” strategies by which the Luton CC can break down the identified problem in several steps from where the Luton CC can get the most effective findings of solving transformation capacity towards sustainable management.

3.0 Conclusion

The “Luton Council” is also popular as “Luton Borough Council” adopts various initiatives for developing future developing improvement programs. The Luton Council also targeted to adopt the Future-ready program by 2040 and targeted to develop some climate-supportive programs. Adoption of the two distinct types of corporate innovation programs of entrepreneurial architecture and entrepreneurial mindset helped to identify the overall corporate innovation strategies for Luton CC which is discussed in the above sections. The individual blocks and adoption of various initiative techniques are also discussed by which the Luton CC can improve the corporate innovation strategy of Luton CC.

Luton Council also targets to reduce the net emission level by 2040 for which the Council faced several target-related challenges. The Luton Council also implement some “People Strategy” which focused on delivering equality and culture, inclusion, and diversity. It is also identified that the latest challenges from the corporate peers arose due to the “System Wide approach” for which the leaders targeted to raise awareness for the development of individual roles along with a shared understanding of the staff.

Luton Council also faced some challenges from the organizational leadership for which a transformation is required.

The Luton Council also integrates the Heritage Project for building the sustainable infrastructure of upskilling, collaboration, funding opportunities, and networking for the next 5 years of the implementation plan. The transformation capacities also faced a lack of communication in many areas which also needs to develop for Luton Councils.

The main challenges to the implementation of this type of systematic problem-management technique are often transcription errors, duplicate references, exclusion/ inclusion stages, etc. Therefore, the implementation of the “Systematic problem-solving technique” improves the strategic ordering skills of the employees by which the members of Luton CC can divide the entire project management process into small groups.

4.0 Recommendations

The Luton CC targeted to develop the 5 key visions of facilitating necessary development within the next 20 years. However, several challenges are associated with the Luton CC projects for which Luton CC needs to develop some strategies to improve the overall challenges identified in the future-ready program.

• The Luton CC can adopt some environmentally friendly sustainable approach of reducing the carbon emission level to zero.
• The Luton CC faced stifled innovation along with a lack of adaptability. Therefore, Luton CC can develop the HR practice by implementing various transformational strategies and practices.
• The Luton CC can also improve its leadership practices by improving its people planning management strategies.
• The Luton CC can also improve the people plan by intrigued “staff Excellence Awards program”, a recognition program for managing the retention rates.
• The Luton CC can also arrange some stress management programs, and relaxation opportunities for the employees by which the employees can easily manage the creativity Blocks.
• The Luton CC team can also divide the large group of employees into small groups and provide training for strategic time management for the employees.
• The Luton CC can provide a relevant concept for future-ready programs by 2040.
• The establishment of Luton culture, improvement of overall communication strategies, and forward changes all are necessary and important parts of solving individual blocks.

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Reference list

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• Baxter, G., 2023. An Assessment of Sustainable Energy Management at a Major United Kingdom Based Hub Airport: A Case Study of London Gatwick Airport. International Journal of Environment, Agriculture and Biotechnology, 8(2).
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• Mahadikar, S., 2024. eVTOL’s (Electric Vertical Take‐Off and Landing aircrafts) as air taxis–A realisable urban air mobility solution or An innovation overpromise on being green and sustainable–Case Study on City of London (Doctoral dissertation, University of Wales Trinity Saint David).
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Article

• Griggs, S. and Howarth, D., 2023. Introduction: Problematising the dilemmas of UK airport expansion–puzzles and research strategies. In Contesting Aviation Expansion (pp. 1-20). Policy Press. Available at: https://bristoluniversitypressdigital.com/monochap/book/9781447344292/int001.xml [Accessed on: 03.08.2024]

Website

• Luton.gov.uk, (2023) Available at: https://m.luton.gov.uk/Page/Show/Council_government_and_democracy/2040/Pages/default.aspx [Accessed on: 03.08.2024]
• Luton.gov.uk, (2024), Available at: https://www.luton.gov.uk/Council_government_and_democracy/Lists/LutonDocuments/PDF/Corporate-peer-challenge.pdf [Accessed on: 03.08.2024]
• Luton.gov.uk, (2024) Available at: https://www.luton.gov.uk/Council_government_and_democracy/Lists/LutonDocuments/PDF/CPC/Corporate-Peer-Challenge-2018-final-report.pdf [Accessed on: 03.08.2024]