1. Creating innovative environment and employees:

• The management should create an ingrained culture that is acceptable to the stakeholders, one that employees will find easy to adhere to, and the management will have an easy time to implement
• The management should come up with a team whose function will be to enhance an open, innovative culture. The team should be tasked with pooling relevant skills together for purposes of boosting team effort.
• Different perspectives of subcultures should be allowed within the different units of the department. A specific culture may favor innovation in a particular unit and not another.
• The diversity, views and expertise of the different employees within the department should be recognized. This is because a heterogeneous group tends to have many alternatives to a problem. They tend to encourage one another to develop their innovative skills.

2. Setting clear goals and vision for the organization:

• The goals and the vision should be articulated to all the stakeholders in the business.
• The managers should have a reason and purpose for adopting the goal they adopt.
• Set goals should be timely, realistic, attainable, achievable and manageable.
• Management should make sure that every employee is conversant with the organizational goals and vision. While they achieve individual goals, the organization will realize its goals.
• Vision should reflect what the leadership wants things to be (Wiley, 2006).
• Goals should be written down so that they are not forgotten.

3. Achieving employee satisfaction:

• Make the employees understand the financial state of the organization.
• Recognize the skills of the different employees by ensuring remuneration matches their qualifications.
• The management should talk to the top leadership concerning the issue of salaries.
• Management should put the needs of employees first.
• The manager should accept mistakes, respect the employees and consider their views and opinions.
• Avenues for training and development should be availed to the employees.

4. Promoting teamwork and boosting organizational culture:

• Team success and individual success should be recognized and rewarded.
• The management should preach teamwork and demonstrate it.
• Management should be ready to intervene to solve issues in teams (Wiley, 2006).
• Every employee should know their specific role in the team.
• The organization should be guided by some set beliefs and values that define their culture.
• Management can come up with team-building activities like picnics to promote cohesion and bonding.

References

Wiley, J. (2006). Diagnosing and changing organizational culture: Based on the competing values framework. San Francisco, CA: Jossey-Bass Publishing