The study begins by introducing google as the most innovative organization in the world. The introduction assumes that the innovative nature of Google Company is due to its ability to provide a supportive environment to its employees (Chen et al., 61). Additionally, the introduction orients the reader on the purpose of the study, which is to examine the relationship between the commitment of a firm to provide a conducive environment to its employees and the possibility of the employees to be innovative. Moreover, the introduction provides background information about the topic by stating that innovation is essential in providing a company with a competitive advantage. According to the paper, implementation of supportive employee environment enables the organization to ensure job satisfaction to their employees thus improving trust between the employees and their innovative capabilities (Chen et al., 61).
The introduction also provides a definition of terms to be used in the paper such as “workplace quality” (Chen et al., 62, para. 3), which means the level of support employees receive from workplaces. Moreover, it highlights the methods used to provide more information in later sections. For instance, the paper uses “heterogeneity” (Chen et al., 62, para. 4), which means “diversified methods” for various companies and firms resilience (Chen et al., 62, para. 5), which is the ability to persist on realizing innovation The article also states that proper interpretation of the relationship between innovation of workplace policy. For instance, it states that a supportive employee environment involving approaches such as recruitment and retention of employees with special talent may promote innovation Chen et al., 62, para 6).
Main Issue (Problem Statement)
According to the article, previous studies have investigated the impact of employee welfare on other productivity measures such as stock and cash holding. However, no significant attention has been focused on the ability of a supportive employee environment to improve innovation. According to the paper, the primary challenge organizations face in the pursuit and management of innovation are high failure probability and unpredictability of results.
The thesis statement of the paper is: “By implementing employee-friendly policies, firms can increase employee job satisfaction, strengthen their relationships with employees, and enhance employee trust in management, thereby offsetting the negative influence of innovative, high-risk activities on employees. Thus, an employee-friendly workplace likely promotes greater tolerance for failure and encourages employee engagement in experimentation and innovation” (Chen et al., 62, para. 1).
The hypothesis of the paper is, “that firms with employee-friendly workplaces invest more heavily in innovation and achieve greater innovation success” (Chen et al., 62 para. 2, last line). This means that by investing in employee supportive activities, organizations motivate the employees to engage in innovative activities.
The findings from the databases show that there is a positive correlation between supportive employee work environment and innovation. According to the article, organizations that provide conducive working environments for the employees are more likely to invest in innovation and realize innovation success. The high number of patent and expenditure on research and development in such firms is an indication that investing in an employee-friendly work environment promotes innovation. Besides, employee friendly atmosphere improves tolerance to failure, which encourages innovation implementation. In this way, firms with a conducive working environment for their employees register successful innovations even though the risk of innovation failure is high. This is because the organizations are shock resilient.