Importance of Cultural Diversity in Technological Innovation - Coursework Example

IS DIVERSITY IMPORTANT IN TECHNOLOGICAL INNOVATION By Name Course Instructor Institution City/State Date Is diversity important in technological innovation? Introduction Diversity can be defined as a dimension that may be utilised in distinguishing people and groups from one another in terms of gender, sexual orientation, ethnicity, national origin, age, education, as well as religion (Albarran et al., 2006, p.389). Cultural diversity impact on creativity as well as innovation has for years been a topic of much debate in economics and management. As evidenced in Ozman and Erdil (2013, p.2) study, diversity is akin to a ‘double-edged sword’, and may positively or negatively impact innovation. In this case, a positive impact is associated with high spill overs and synergies that derive from the relationship of various perspectives, and improved knowledge recombination opportunities. On the other hand, negative impacts are associated largely with problems of communication as well as problems arising in the resolution of conflicts. Scores of companies nowadays, which includes technology companies with lots of engineers, have realised that increased workplace diversity results in product innovation. Various technological companies, especially those having far-reaching product lines as well as global reach, are vigorously employing women together with other groups that have traditionally been underrepresented in engineering positions; thus, acknowledging the fact that diversity on project design teams and in R&D programs normally promotes creativity, engagement, openness, as well as novel means of solving problems. Technological innovation is without doubt the key to corporate survival as well as global competitiveness for scores of industrial firms, and this can be achieved by companies whose workplace is diverse (Geisler, 2001, p.228). Therefore, diversity provides the creativity and flexibility needed for the global economy recreation in the current competitive environment; so, diversity is important in technological innovation. Discussion Relationship between Technological innovation and Diversity According to Ozman and Erdil (2013, p.3), diversity is perceived as the most imperative element of innovation, and as established by numerous studies, technological diversity may improve innovative potential by means of maintaining the accessibility of the wider set of alternative paths of recombination. As indicated by Meier-Comte (2012, p.285), transfers of knowledge amongst groups in firms that are technologically diverse heighten the effects of innovations in other technologies that will later be developed. Still, a number of have established that knowledge diversity level is important in companies. Even though exceedingly little diversity may be valuable for economies of scale, Ozman and Erdil (2013, p.3) posits that it generates no recombination opportunities. In their study, Leten et al. (2007) noted a curvilinear association between innovative performance and technological diversity, wherein the technological areas consistency played an imperative part in cutting the costs of coordinating diversity. When companies or workers are extremely similar with regard to their bases of knowledge, they may add almost nothing to each other, also when the distance between them is enormous, knowledge transfer becomes challenging; thus, resulting in limited learning. From this point of view, Nooteboom et al. (2007, p.1021) posit that there is an ideal transitional knowledge overlap level between actors that exploits the knowledge transfer level, and this is reliant on moderating factors. For instance, exploratory innovation has widely been related to regimes wherein breakthrough innovations may be achieved, with almost no overlap in knowledge; thus, emphasising the positive effects of diversity. Unequal learning, on the other hand, is related to incremental innovations, wherein all involved partied have high level of knowledge overlap; so, case modifications in present competencies is more probable as compared to novel recombination. Importance of Diversity Besides that, the diversity in various companies has proved that innovation may be related to two different strategies, looking either for competitiveness, by means of product innovation, knowledge generation, as well as new markets expansion, or intending for superior cost competitiveness, by means of labour saving investment, job reductions, restructuring as well as flexibility. As noted in Gelderen and Masurel (2012, p.187) study, diversity contributes to growth of productivity in various ways, and that diversity exhibits that innovation systems have an effect on the way the effects of demand pull as well as technology push improve productivity. In European nations, either the cost competitiveness or technological competitiveness paradigm prevails as the main tool for productivity growth. So, in this case, the significance of national specialisation patterns in innovation is pointed out, together with those in technology, production and export. For this reason, an additional research direction is opened up for addressing the technological strategies specificity and their connections with performance and specialisation. Furthermore, as mentioned by Crespi and Pianta (2006, p.13) the diversities across countries as well as industries have created the need for abstract and less general models, and for advanced study to establish productivity growth source, which includes the demand role. Divine Command Theory According to Matson (2012, p.188), DCT states that morality is eventually rooted in the character or commands of God, and so, all actions that are morally right come from God. Basically, the particular content of such divine commands differs based on a certain religion as well as the specific interpretations of the different divine command theorist. In view of this theory, some staff member believes that is the duty of the company to help the poor in the society through CSR activities. Still, scores of public manifestations of this theory fails to come characterised with a certain doctrinal agenda; instead, social convention is governed by religious influence, which consequently shapes the behaviours of the public. With regard to this theory, there are scores of places in the Bible where the ancient economic life can be glimpsed. Based on technological innovation, life in the Garden of Eden was plentiful, yet simple. Most organisations such as Toyota and Macdonald have ensured that workplace has rational policies concerning respecting religious diversity. For other companies, particularly World vision is employing only Christians with U.S. laws justifying the legality of hiring only Christians (Howard, 2010). Another example is Interstate Batteries, which through its mission statement talks about its own religious identity by asserting that they intend to Glorify God as they serve their customers.  As stated by Bradley (2013), innovation appears currently different as compared in the Old Testament, and has continued advancing every decade to a new level of sophistication. Currently, innovation may seem different for women living under tyrannical conditions as compared to their male counterparts. However, it does not weaken their innovative capacity, nor does it diminish their intention to create and innovate. Basically, creative destruction as stated by Bradley (2013) is God’s economic principles’ natural result of stewardship at working environment. For people seeking to become better resources stewards, less resourceful means of satisfying needs are substituted with resourceful means, leading to a more productive resources distribution. That is to say, innovation is God gifted, and so firms should not judge people by gender, colour, race, or other attributes, rather they should give everyone an opportunity to exhibit their innovative abilities. Ethical Egoism According to this theory, every person should do what they perceive as the best way of promoting their own interests. As stated by Luppicini (2008, p.187), ethical egoism is rooted in the concept that persons are morally obligated just to themselves and so; they should follow their own ends entirely. In this case, an ethical egoist argues at all times that no own should assist those in need, except if doing so will benefit self-interest. Diversity is without a doubt, the main precondition for innovation, creativity, dynamism, change as well as progress, but cannot be driven by egoism. The inherent moral framework seemingly utilized by General Motors managers prior to the company being declared bankrupt was that of corporate ethical egoism: whereby, the believe that the right course of action was the one anticipated to generate the best outcomes for the company. Egoists do not understand the value of diversity, which has been a basic condition in the work environment for replenishment and creation of new innovative products. Both environmentalists and biologist have made it clear that biodiversity reduction is catastrophic for everyone because it leads to land erosion and pollution; this is also the case in the corporate world where diversity is low or non-existent (Matsinhe, 2014). Therefore, for firms desiring to be creative and innovative, they should learn from biological diversity and also understand that egoism is a key barrier to innovation. Companies should embrace diversity for exciting and fresh innovative ideas, or selfishly disregard it and then collapse. In Page (2008, p.326) book, he exhibits benefits attributed to diversity within organisational groups by convincingly demonstrating that diverse groups are effective in problem solving as compared to monolithic groups. As stated by Page (2008, p.326), diversity in groups results in knowledge, information polyphony, heuristics, disciplines, experiences, perspectives, and cognitions in solving various problems; thus, they are acknowledged as ‘wisdom of crowds’. Egoism, however, has created barriers for organisations to tap into the wisdom of crowds, with the hope of remaining competitive and relevant. Page (2008, p.328), in his study established that innovation takes place overtime by means of convergence and collision of ideas from diverse groups of persons. Therefore, diversity results in masses of innovative ideas. This connotes that for companies to become more innovative and be able to generate creative ideas that can result in socioeconomic development as well as job-creation, the organisation should change itself into differentiated, diverse, open, and welcoming spaces less of egoism. This basically cannot be achieved easily, but it is achievable, but can be hampered when individuals loathe others because of their appearance, the way they think, sound like, or talk. All this are downer for progress, innovation and creativity. The main attributes of egoism are desire for monotony, likeness, and mob-thinking is the deterrence to creativity, innovation, growth, development, as well as maturity. Act Utilitarianism Act-utilitarianism can be defined as an act of a person being morally correct only if, it generates a lot of utility as any other act when all the utility is equally counted. For instance, conventional act-utilitarianism holds the view that acts of a person are either wrong or right exclusively in virtue of the badness or goodness of their outcomes. Furthermore, the value element is recognized based on pain and pleasure, and the scope or range of the theory have an influence on every person impacted by the act. In this view, contemporary utilitarians have by and large precluded the basic self-indulgent account of value all for satisfaction purposes. In view of this theory, Toyota’s unethical behaviour became apparent when safety of its vehicles was seriously being investigated after accidents caused by the sticky pedal. Toyota can be considered unethical because rule utilitarianism involves after-act cost and benefits, and because Toyota delayed the safety issues of its automobiles, it lost millions of dollars when it recalled all vehicles with that problem so as to rebuild their reputation. Therefore, the cost was higher as compared to the benefits and so this can be regarded as unethical (Ross et al., 2014). As stated by Moore (2003), act-utilitarians see rules governing behaviour as simply ‘rules of thumb’ serving as supportive guides when time is not adequate to measure the possible impact of people actions or when individual predispositions cloud judgment. As stated by Moore (2003, p.608), the wrongness or rightness of pursuing some rules in certain instance relies merely on the badness or goodness of the impact of breaking or maintaining the rule in that instance. In this case, if the goodness of breaking the rule consequentially greater as compared to keeping it, then the rule has to be abandoned. In this regard, rules with regard to diversity should serve as beneficial guides, but upon realising that following them will result in bad consequences, the rule should be broken. Imperatively, the government constitutive obligation is to protect the interest of the people; so, in the public sphere, personal obligations are inapplicable. For this reason, utilitarianism is the only moral theory that is epistemically available to companies and government, given that individual moral theories have lateral limitations capable of paralysing the company operations. While the effect and impact of globalisation become extensive, the significance as well as importance of social and cultural diversity has been elevated. This diversity results in the injection of innovative as well as novel ideas that are imperative in the fast-paced as well as the ever-changing society. Diversity is increasingly associated with success, satisfaction, as well as the cognitive development of all workers. Therefore, these favourable effects are probable to spill-over to companies when the workforce is diversified, and in consequence, boost the performance of the company. Moreover, direct application of diversity to the workforce always yield beneficial innovative effects, particularly in the current setting where international operations, multinational corporations, as well as the entry of foreign talents are abundant. Therefore, positive discrimination specifically favourable action brings about innovative rewards to the company that has embraced diversity. Social Contract Theory A lot has been written concerning the technological innovation rate as well as how such developments may offer resolutions to the evolving problems that people face now and in the future. As stated by Al-Rodhan (2014), numerous innovative technologies are raising questions concerning innovators association with such technologies, and so, it is imperative to consider them based on their cultural and sociological impact. Taking one example of the manner in which social contract conditions are altered by technology; technologically improving a person’s capacity points out that equality is no more assured, and cannot be assured through diversity. For Hobbes as well as successors of his belief, the uneven strength equality assured the general susceptibility of everyone. As indicated by Al-Rodhan (2014), the drastic increase in the physical as well as mental ability of particular persons through synthetic biology and bio-technology invalidated the belief of collective vulnerability and it presents an important ground for the social contract possibility. Having such results through technological innovation has become significant and real. Moreover, other manifestations as mentioned by Al-Rodhan (2014) are highly advanced and palpable effects have already been generated by both internal and external organisational relations. For instance, information collection concerning people, which currently take place, was imaginable and possible before the traditional social contract presented a major challenge. Whereas innovation is exceedingly beneficial, the free acquisition of innovative ideas results in serious difficulties. The inclination, almost devoid of exception, of governments rule can result in misuse of innovators and disregard to diversity within the work environment. Rooted in various studies concerning the cooperation evolution, various mechanisms within the society can make the social contract formation relatively achievable. Particularly, Bruner (2014, p.2) exhibited that if people are entrenched in a social network as well as use the rule of imitating the best, then a social contract may be fortified. This work is extended by Bruner (2014, p.2) who allowed people to send pregame signals that were costless to the nearby people prior to involving themselves in a stag hunt. In this case, Bruner (2014, p.2) managed to illustrate the probability of a social contract affectedly increasing when realistic as well as simple social mechanisms are considered. As stated by Bruner (2014, p.2), people have noticeable traits and their behaviour during innovation is rooted on how they are related to their colleague. Similarity-based collaboration in the social realm has been studied extensively, wherein it was noted that people in both experimental as well as natural settings environment appear to condition their behaviour concerning the way they are associated with other people. For instance, Bruner (2014, p.2) established that there was little cooperation in innovation when the team members are from different races. Unusually, Bruner (2014, p.2) further established that people are more inclined to innovatively contribute to the constituted innovation team, when they physically resemble their fellow members in the group. Numerous natural experiments as indicated in Bruner (2014, p.2) study has pointed out that in real-life environments economic agents are inclined to use similarity-based strategies. In companies that are highly characterized by ethnolinguistic diversity, they are less innovative and inclined to invest almost nothing in the company’s infrastructure. Conclusion In conclusion, it has been argued that lasting economic growth is associated with innovation, and this innovation depends on not just having a workforce that is full of competency, but also full of diversity. As argued in the essay, the continued underrepresentation of women and minorities in innovative groups signifies a challenge for the company’s ability to, in the coming years, nurture a sufficient, innovative workforce. Therefore, diversity is very important for companies seeking to become competitive and innovative. Diversity in the work environment connotes nurturing talent, as well as facilitating the excellence all through the social spectrum. As indicated in the essay, diversity results in improved problem-solving, widens the organisational talent pool, increases innovative ideas, and is crucial for enduring economic growth. Significantly, innovation is unlocked by diversity through generation of environment where creative ideas are created. When marginalised, minority, and women make part of the group, a large pool of innovative ideas will be yielded and the company will in consequence not just achieve competitive advantage but also its corporate image will be improved. So, based on the presented arguments it is evident that diversity is important in technological innovation. References Albarran, A.B., Chan-Olmsted, S.M. & Wirth, M.O., 2006. Handbook of Media Management and Economics. New York: Routledge. Al-Rodhan, N.R.F., 2014. The Social Contract 2.0: Big Data and the Need to Guarantee Privacy and Civil Liberties. [Online] Available at: HYPERLINK "http://gcsp.ch/Geopolitics-Global-Futures/Publications/Staff-Publications/Op-ed-Pieces/The-Social-Contract-2.0-Big-Data-and-the-Need-to-Guarantee-Privacy-and-Civil-Liberties" http://gcsp.ch/Geopolitics-Global-Futures/Publications/Staff-Publications/Op-ed-Pieces/The-Social-Contract-2.0-Big-Data-and-the-Need-to-Guarantee-Privacy-and-Civil-Liberties [Accessed 23 May 2015]. Bradley, D.A., 2013. Innovation, Change, and Economic Growth: A Christian Economist’s Perspective. [Online] Available at: HYPERLINK "http://blog.tifwe.org/innovation-change-economic-growth-a-christian-economists-perspective/" http://blog.tifwe.org/innovation-change-economic-growth-a-christian-economists-perspective/ [Accessed 23 May 2015]. Bruner, J.P., 2014. Diversity, tolerance,and the social contract. Politics, Philosophy & Economics, pp.1-20. Crespi, F. & Pianta, M., 2006. Diversity in innovation and productivity in Europe. In The proceedings of the 2006 Schumpeter Society Conference. Rome, 2006. Geisler, E., 2001. Creating Value with Science and Technology. Westport, Connecticut: Greenwood Publishing Group. Gelderen, M.v. & Masurel, E., 2012. Entrepreneurship in Context. New York: Routledge. Howard, J., 2010. Court sides with World Vision's practice of hiring only Christians. [Online] Available at: HYPERLINK "http://www.federalwaymirror.com/news/101845053.html" http://www.federalwaymirror.com/news/101845053.html# [Accessed 6 June 2015]. Judaken, J., 2013. Naming Race, Naming Racisms. New York: Routledge. Leten, B., Belderbos, R. & Van Looy, B., 2007. Technology diversification, coherence and performance of firms. Journal of Product Innovation Management, vol. 24,, no. 6, pp.567-79. Luppicini, R., 2008. Handbook of Research on Technoethics. Hershey, PA : IGI Global. Matsinhe, D.M., 2014. Why innovation doesn’t stand a chance. [Online] Available at: HYPERLINK "https://matsinhe.wordpress.com/2014/08/26/why-innovation-doesnt-stand-a-chance-2/" https://matsinhe.wordpress.com/2014/08/26/why-innovation-doesnt-stand-a-chance-2/ [Accessed 23 May 2015]. Matson, W.I., 2012. Grand Theories and Everyday Beliefs: Science, Philosophy, and Their Histories. Oxford : Oxford University Press. Meier-Comte, E., 2012. Knowledge Transfer and Innovation for a Western Multinational Company in Chinese and Indian Technology Clusters: Identification of local and firm s knowledge transfer mechanisms to develop successful innovations. Muenchen: Rainer Hampp Verlag. Moore, A.D., 2003. INTELLECTUAL PROPERTY, INNOVATION, AND SOCIAL PROGRESS: THE CASE AGAINST INCENTIVE BASED ARGUMENTS. HAMLINE LAW REVIEW, vol. 26, no. 3, pp.602-30. Nooteboom, B. et al., 2007. Optimal cognitive distance and absorptive capacity. Research Policy, vol. 367, pp.1016-34. Ozman, M. & Erdil, E., 2013. Cultural Diversity, Knowledge Diversity and Innovation. WORKING PAPER. European Commission. Page, S.E., 2008. The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies. Princeton, New Jersey: Princeton University Press. ROSS, B. et al., 2014. Toyota to Pay $1.2B for Hiding Deadly ‘Unintended Acceleration’. [Online] Available at: HYPERLINK "http://abcnews.go.com/Blotter/toyota-pay-12b-hiding-deadly-unintended-acceleration/story?id=22972214" http://abcnews.go.com/Blotter/toyota-pay-12b-hiding-deadly-unintended-acceleration/story?id=22972214 [Accessed 6 June 2015]. Read More

When companies or workers are extremely similar with regard to their bases of knowledge, they may add almost nothing to each other, also when the distance between them is enormous, knowledge transfer becomes challenging; thus, resulting in limited learning. From this point of view, Nooteboom et al. (2007, p.1021) posit that there is an ideal transitional knowledge overlap level between actors that exploits the knowledge transfer level, and this is reliant on moderating factors. For instance, exploratory innovation has widely been related to regimes wherein breakthrough innovations may be achieved, with almost no overlap in knowledge; thus, emphasising the positive effects of diversity.

Unequal learning, on the other hand, is related to incremental innovations, wherein all involved partied have high level of knowledge overlap; so, case modifications in present competencies is more probable as compared to novel recombination. Importance of Diversity Besides that, the diversity in various companies has proved that innovation may be related to two different strategies, looking either for competitiveness, by means of product innovation, knowledge generation, as well as new markets expansion, or intending for superior cost competitiveness, by means of labour saving investment, job reductions, restructuring as well as flexibility.

As noted in Gelderen and Masurel (2012, p.187) study, diversity contributes to growth of productivity in various ways, and that diversity exhibits that innovation systems have an effect on the way the effects of demand pull as well as technology push improve productivity. In European nations, either the cost competitiveness or technological competitiveness paradigm prevails as the main tool for productivity growth. So, in this case, the significance of national specialisation patterns in innovation is pointed out, together with those in technology, production and export.

For this reason, an additional research direction is opened up for addressing the technological strategies specificity and their connections with performance and specialisation. Furthermore, as mentioned by Crespi and Pianta (2006, p.13) the diversities across countries as well as industries have created the need for abstract and less general models, and for advanced study to establish productivity growth source, which includes the demand role. Divine Command Theory According to Matson (2012, p.188), DCT states that morality is eventually rooted in the character or commands of God, and so, all actions that are morally right come from God.

Basically, the particular content of such divine commands differs based on a certain religion as well as the specific interpretations of the different divine command theorist. In view of this theory, some staff member believes that is the duty of the company to help the poor in the society through CSR activities. Still, scores of public manifestations of this theory fails to come characterised with a certain doctrinal agenda; instead, social convention is governed by religious influence, which consequently shapes the behaviours of the public.

With regard to this theory, there are scores of places in the Bible where the ancient economic life can be glimpsed. Based on technological innovation, life in the Garden of Eden was plentiful, yet simple. Most organisations such as Toyota and Macdonald have ensured that workplace has rational policies concerning respecting religious diversity. For other companies, particularly World vision is employing only Christians with U.S. laws justifying the legality of hiring only Christians (Howard, 2010).

Another example is Interstate Batteries, which through its mission statement talks about its own religious identity by asserting that they intend to Glorify God as they serve their customers.  As stated by Bradley (2013), innovation appears currently different as compared in the Old Testament, and has continued advancing every decade to a new level of sophistication. Currently, innovation may seem different for women living under tyrannical conditions as compared to their male counterparts.

Read More