Инновационная культура как особая форма человеческой культуры предполагает тесную взаимосвязь с другими ее формами, прежде всего с правовой, управленческой, предпринимательской, корпоративной. Через инновационную культуру можно добиться существенного влияния на всю культуру профессиональной деятельности и производственных отношений людей .
Важнейшее значение в России имеет консолидация сил и возможностей. Принятая в ноябре-декабре 1999 г. в г. Ульяновске и Москве Национальная хартия инновационной культуры, под которой поставили подписи представители науки, культуры, образования, органов управления, деловых кругов различных регионов России, стала первым общественным программным документом, концентрированно отражающим задачи в этой области и пути их решения. На ее реализацию направлена деятельность Института стратегических инноваций и Комитета по инновационной культуре Комиссии РФ по делам ЮНЕСКО.
Инновационные организации сильно отличаются друг от друга по структуре, целям, характеристикам, даже по организации и философии менеджмента. Но они имеют и ряд общих характеристик:
- знают, что такое "инновация";
- понимают ее динамику;
- имеют инновационную стратегию;
- знают, что инновация требует задач, целей, планов, измерения результатов иных, чем цели, планы и измерения в традиционном бизнесе;
- менеджмент, особенно Tор management (играет в инновационной организации особую роль, выступает главной движущей силы инновации);
- инновационная организация структурируется иначе, чем другие;
- обучение — непрерывный процесс для всех ее членов.
Главный стратегический девиз действующего предприятия можно сформулировать так: «Больше и лучше». Девиз инновационной стратегии: «Новое и иное» . Инновационная организация работает так, что изменения становятся нормой.
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