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تأثیر هوش سازمانی بر ارتقاء عملکرد و نوآوری در سازمانها: رویکردی مدیریتی | ||
| مدیریت سیاسی | ||
| دوره 1، شماره 1، شهریور 1405، صفحه 2-24 اصل مقاله (629.44 K) | ||
| نوع مقاله: مقاله پژوهشی | ||
| نویسنده | ||
| محسن دیانت* | ||
| رئیس ، دانشگاه پیام نور تهران غرب | ||
| چکیده | ||
| در عصر تحول و پیچیدگیهای فزاینده سازمانی مدیریت اثربخش تنها با بهرهگیری از سرمایههای فکری و هوش سازمانی ممکن میشود. پژوهش حاضر با هدف بررسی تأثیر هوش سازمانی بر عملکرد سازمانی به دنبال پاسخ به این سؤال است که چگونه هوش سازمانی میتواند موجب افزایش اثربخشی، نوآوری و بهرهوری سازمانها گردد. فرضیه تحقیق بر این مبناست که بهرهگیری هوشمندانه از دانش و اطلاعات، یادگیری مستمر و بهکارگیری مؤثر منابع فکری جمعی، باعث ارتقاء مزیتهای رقابتی و توان تطبیق سازمان با تغییرات محیطی میشود. روش تحقیق توصیفی-تحلیلی و مبتنی بر بررسی ادبیات موجود در حوزه هوش سازمانی، مدیریت دانش و عملکرد سازمانی است. یافتهها نشان میدهد سازمانهای هوشمند با بهرهمندی از مولفههایی چون بینش راهبردی، سرنوشت مشترک، روحیه کار تیمی، بهکارگیری دانش و فشار عملکردی، ضمن افزایش قدرت نوآوری و خلاقیت، توان مقابله با پیچیدگیهای محیطی را به طور مؤثری دارند. همچنین استفاده از فناوری اطلاعات و نظامهای یادگیری سازمانی بستری فراهم میآورد که گردش دانش، تصمیمگیری دقیق و به موقع را تسهیل میکند. بدین ترتیب هوش سازمانی نه تنها عامل افزایش کارایی و اثربخشی، بلکه کلید دستیابی به برتری رقابتی پایدار در سازمانها محسوب میگردد. این پژوهش بر نقش حیاتی هوش سازمانی در بهبود فرایندهای مدیریتی و تسریع تحقق اهداف تأکید نموده و ضرورت توسعه فرهنگ سازمانی هوشمند را به مدیران سیاسی و اجرایی توصیه مینماید. | ||
| کلیدواژهها | ||
| هوش سازمانی؛ عملکرد سازمانی؛ هوش اخلاقی؛ یادگیری سازمانی؛ نوآوری سازمانی | ||
| عنوان مقاله [English] | ||
| The impact of organizational intelligence on improving performance and innovation in organizations: A managerial approach | ||
| نویسندگان [English] | ||
| Mohsen Dianat | ||
| President of university | ||
| چکیده [English] | ||
| 1) Introduction Rapid economic, social, and technological transformations, increased competition, the complexity of the organizational environment, and the continuous change in stakeholders’ needs have confronted organizations with the necessity of reconsidering traditional management methods and purposefully utilizing their intellectual, knowledge-based, and informational capacities. Under such conditions, possessing material and human resources alone does not guarantee organizational success; rather, an organization must also have the ability to understand its environment, collect and process information, learn from experience, transform knowledge into decisions, and adapt to changes. In this context, organizational intelligence, as a set of cognitive, knowledge-based, and managerial capabilities, enhances an organization’s capacity for effective decision-making, problem-solving, learning, innovation, and adaptation to the environment. The importance of this issue arises from the fact that desirable performance and innovation capability are regarded as essential requirements for organizational survival, increased productivity, and the achievement of sustainable competitive advantage in today’s changing environment. An organization that cannot effectively utilize employees’ knowledge and experience, environmental information, and technological capacities will face limitations in decision-making, problem-solving, and exploiting innovative opportunities. The main problem of the present study is how organizational intelligence contributes to improving organizational performance and strengthening innovation, and identifying the components that make this process possible. Although numerous studies have examined the relationship between organizational intelligence and performance, learning, knowledge management, or innovation, there remains a need for an integrated explanation of the managerial mechanisms underlying the simultaneous impact of organizational intelligence on performance and innovation. Accordingly, the main research question is: Through what mechanisms and based on which components can organizational intelligence lead to enhanced performance and innovation in organizations? The research hypothesis is also formulated on the basis that the intelligent utilization of knowledge and information, continuous learning, and effective use of collective intellectual resources, through strengthening decision-making, adaptability, creativity, and knowledge management, lead to improved organizational performance and enhanced innovation. 2) Objective The main objective of the study is to explain the role of organizational intelligence in enhancing organizational performance and innovation from a managerial perspective and to identify the components and mechanisms through which organizational intelligence capacity can lead to desirable organizational outcomes. In this regard, the study seeks to explain the relationship among the components of organizational intelligence, learning and knowledge management processes, decision-making quality, organizational performance, and innovation capability. Another objective is to demonstrate the importance of the coordinated utilization of human capital, organizational knowledge, information technology, and artificial intelligence capacities in creating flexible, learning-oriented, and innovative organizations, so that organizational intelligence can be considered a strategic capability in contemporary management. 3) Method The present study is descriptive-analytical in nature and qualitative in strategy, and is a narrative review study. The required data were collected through library research and by examining and analyzing scientific sources, books, articles, and studies related to organizational intelligence, organizational performance, organizational learning, knowledge management, organizational innovation, and moral intelligence. In the research process, the fundamental concepts of intelligence, organizational intelligence, organizational performance, and organizational innovation were first explained, followed by an examination of various theoretical perspectives on organizational intelligence. The main theoretical basis of the study is Carl Albrecht’s seven-dimensional model, which explains organizational intelligence through the components of strategic vision, shared fate, desire for change, alignment and congruence, morale, application of knowledge, and performance pressure. Given its emphasis on transforming individuals’ intellectual capacities into collective and organizational power, this framework was used as the basis for analyzing the relationship between organizational intelligence, performance, and innovation. Alongside this, the perspectives of Matsuda, Liebowitz, Halal, McMaster, and Glynn were also used to complement the theoretical framework. 4) Findings The findings of the study indicate that organizational intelligence can enhance performance and innovation capability through a set of managerial and organizational mechanisms. First, strategic vision enables managers and employees to better understand the organization’s main objectives and orientations and to align their activities with organizational strategies. Second, shared fate strengthens collective intelligence and synergy among members by creating a sense of common purpose, organizational belonging, and cooperation. Third, the desire for change increases organizational flexibility and readiness to accept new ideas and respond to environmental developments, thereby providing a basis for creativity and innovation. Furthermore, morale, unity, and agreement, by strengthening employee trust, cooperation, and participation, create a more appropriate environment for knowledge exchange and the implementation of collective activities. On the other hand, the application of knowledge is one of the most important mechanisms linking organizational intelligence to performance, because transforming information and experience into usable knowledge improves decision-making quality, problem-solving, and managerial performance. Performance pressure also increases efficiency and productivity by creating commitment to organizational objectives and responsibilities. The findings also indicate that organizational intelligence, by strengthening organizational learning, knowledge management, and information flows, increases the organization’s capacity to generate new ideas and develop innovation. Information technology and artificial intelligence capacities can also strengthen this process by facilitating access to, processing of, and sharing of information. In addition, moral intelligence plays a complementary role in strengthening organizational intelligence and performance by increasing integrity, responsibility, trust, and cooperation. Overall, organizational intelligence, by transforming individual capabilities into collective intellectual capacity, prevents the dispersion of knowledge resources and provides the basis for improving performance, innovation, and sustainable competitive advantage. 5) Conclusion The results of the study indicate that organizational intelligence is not merely a theoretical concept in the field of management but is a strategic capability for enhancing organizational performance and innovation. Organizations with higher levels of organizational intelligence have greater capacity to collect and analyze information, engage in continuous learning, manage knowledge, make effective decisions, and adapt to environmental changes. The components of Albrecht’s model, particularly strategic vision, shared fate, desire for change, morale, unity and agreement, application of knowledge, and performance pressure, strengthen the performance and innovation capacity of the organization by creating coordination among human capital, knowledge, and managerial structures. The findings also indicate that information technology and artificial intelligence can enhance this capacity by facilitating information flows and supporting decision-making. Therefore, the research hypothesis is confirmed, because the effective utilization of knowledge, information, and collective intellectual capacity, through learning, knowledge management, creativity, and informed decision-making, leads to improved performance and strengthened innovation. Accordingly, developing an organizational culture based on learning, participation, professional ethics, and innovation, and creating flexible structures, are among the requirements for the formation of intelligent, effective, and competitive organizations. | ||
| کلیدواژهها [English] | ||
| Organizational Intelligence, Organizational Performance, Moral Intelligence, Organizational Learning, Organizational Innovation | ||
| مراجع | ||
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