Relevance of Technology Pull and Push Debates Essay

Relevance of Technology Pull and Push Debates - Essay Example The paper concluded that the presumed assumption that market demand was important than technology push was ill-conceived and was not supported by any evidence. The conclusion practically undermines the policy notion that market demand brings about innovation and thus, the government is not required to intervene because innovation will be taken care by the market. Since the publication of the Mower and Rosenberg’s papers, there have been attempts to identify through survey research the factors that affect or influence innovation. These attempts have also led to debate whether market pull or technology push has greater significance in innovation. Mower and Rosenberg have indicated that those terms (market pull and technology push) lack precision, and they vary in meaning between research projects. Thus, they make comparison a difficult process (Howells 1997, p1210). Ottoson (2004, p279) argues that in order to solve one section of the problem, two forms of organizations must exi st; innovation push project organization to cater for the new innovations and a process-centered organization to take care of the current market demands or needs. According to Ottoson (2004, p280), the aim of innovative development is to create products that can be retailed. After the products have been sold and used, re-engineering is done to make sure that the market need or demand is generated. It is important to note that innovative development has not gained much attention because the main focus has been on re-engineering and engineering details (Ottoson 2004, p280). Most of the companies continue to function on a flawed supposition that demand... In the 21st century, market pull is common in the pharmaceutical industry. This report stresses that the growth of economies, industries, and corporations is accomplished through the application of services and products that relate to scientific and technological changes. There are researchers who argue that demand-pull leads to inventive activities. Other individuals such as Gaussling define demand-pull as the method through which there is direct response to the clear market demands. Rothwell’s innovation models explain, clearly, the meaning of technology push and market pull. According to the model, technology push is characterized by basic science, design and engineering, manufacturing, marketing and sales. On the other hand, market pull is characterized by market needs, development, manufacturing, and sales. This essay makes a conclusion that the technology pull strategy has been widely successful to a point that many have tended to believe that technology push is a waste of effort. This notion is, however, far beyond the truth considering the level of success that technology push has drawn for numerous companies. In fact, several companies thrive on innovation beyond what the customers actually need. In respect of these findings, both technology pull and push are important in the business environment and can draw pleasant result for businesses as long as they are properly and judiciously applied and implemented.

Human Resource Management and behaviour theories Essay

Human Resource Management and behaviour theories - Essay Example According to the study conducted it can be noted that the HRM landscape is changing due to various internal as well as external pressures. This can be illustrated by aspects related to HRM performance, HRM best practice as well as strategic human resources management. On the other hand, it can also be said that the changing HRM landscape is closely tied to the aspect of organisation or employee behaviour hence the HR manager has a significant role in deciding the intervention mechanisms that may be considered in using key performance management tools to drive organisational performance. Thus, the manager has a role to identify the needs of the employees and try to fulfill them in a bid to enhance their performance and the organisation as a whole. Strategic human resource management theorists confirm that human resources practices transform into high-performance work practices if HRM and organisation behaviour frameworks have been propagated. It is also believed that there is a correl ation between HRM practices such as recruitment and selection, employee training and development and employee/organisational behaviour tools such as motivation, employee engagement, empowerment and commitment. According to Combs et al, the Human resources are considered to be effectual and liable for company’s growth and progression, lead to increase in productivity and will surely control the costs as well. As such, this essay seeks to critically evaluate the influence of HRM practices and organisational behaviour on organisational performance.... According to Combs et al (2006), the Human resources are considered to be effectual and liable for company’s growth and progression, lead to increase in productivity and will surely control the costs as well. As such, this essay seeks to critically evaluate the influence of HRM practices and organisational behaviour on organisational performance. The changing HRM landscape organisational behaviour rhetoric The changing landscapes of HRM and organization behavior rhetoric have evolved over time and have had a significant impact on the performance of the employees as well as the organisation as a whole. Earlier, personnel management was primarily concerned with influencing the efforts of the employees towards the attainment of the company’s goals of realizing its profits and the needs of the employees as well as aspects related to their behavior were not given significant priority. During the current period, it can be noted that HRM turns out to be a supporting pillar for the employees and look towards their betterment. Changing HRM landscape leads to tremendous change in the way organisations operate and the managers have a duty to look for these changes. Thus, Michael & Susan (2008) suggest that HR professionals are constantly challenged to meet three competing aims: Striving to be cost effective by reducing the cost of operating services to meet the increasing demands of line managers and employees address the strategic objective of organization Apart from these various influences such as, adoption of technology in HR practices, outsourcing, transactional or routine activities, allocating more responsibilities to line managers are some of the factors characterizing the changing landscape of