BSBINN801 - BSB80615 - Generate Innovative Thinking and Creativity - Apex Work Skills Pty. Ltd Case Study - Management Assignment Help

Assignment Task:

1. Describe how the thinking about innovation has changed over the last few decades. Your responses should cover at least three decades and should be in no more than 500 words.

2. Compare and contrast the following theories of innovation, in no more than 400 words:

• Disruptive innovation
• Dual innovation
• Open innovation
• Design thinking

3. Explain in about 100 words, how theory and thinking on innovation and creativity can contribute to applied practice.

4. What impact can the following leadership styles have on innovation in organisations? In your response you must also discuss how these approaches may encourage or inhibit innovation. Your response should not exceed 500 words.

• Directive leadership
• Participative leadership
• Transformational leadership
• Innovation leadership

5. Why is organisational and industry context relevant to innovation? Respond in about 100 words.

6. What internal and external conditions or factors may impact on organisational innovation? Discuss any two types each. Respond in no more than 100 words.

7. Outline the typical risk strategy used to manage risks associated with innovation in an organisation, in about 250 words.

8. Provide five (5) examples of innovation drivers in an organisation, in about 250 words.

9. Provide four (4) examples of innovation enablers in an organisation, in about 250 words.

10. Briefly describe any four (4) mechanisms that can be implemented at the system or policy and process level to support innovative practices, in about 100 words.
 

BSBINN801 - Scenario

Apex Work Skills Pty. Ltd. (AWS) is a private Registered Training Organisation, with a student enrolment of 2000 and approximately 50 training staff employed on sessional or full time basis. The RTO has about 30 administration staff.

Traditionally AWS has delivered nationally recognised training courses in construction and business management. 

The CEO of AWS wants the RTO to be known as the best in the country. Recently she has invested over a million dollars in building state of the art facilities, such as new classrooms, workshops, tools and equipment. AWS uses conventional methods of face-to-face training delivery and these facilities are important for classroom delivery. 

AWS always employs suitably qualified and experienced trainers and assessors. In order to ensure compliance with trainer/assessor requirements, AWS has committed substantial funding towards the professional development of its trainers. 

AWS has three student cohorts – international fee paying, domestic government funded, and domestic fee paying. Of these, international fee paying and domestic funded are the biggest revenue streams.

International students pay full course fees for their study, while AWS has been receiving government funding for delivering vocational training programs to domestic Australian students, based on the student’s eligibility for receiving funding. The company has been relying on this funding to cover the expenses it incurs in training students; therefore, this is a very crucial source of income. AWS strategic plans and business plans are based on the assumption that the RTO will continue to receive government funding as a source of income.

Under the Data Provision Requirements 2012 requires all registered training organisations (RTOs) registered with the Australian Skills and Quality Authority (ASQA), which is the National Regulator, to provide an annual summary report of their performance against the learner engagement and employer satisfaction quality indicators to ASQA.

The Learner engagement quality indicator focuses on the extent to which learners engage in activities that are likely to promote high-quality skill outcomes. It includes learner perceptions of the quality of their competency development and the support they receive from their RTOs. The source of data to measure this indicator is a survey called the Learner Questionnaire. RTOs must gather and analyse this data each year.

The Employer satisfaction quality indicator focuses on employer evaluation of learner competency development and the relevance of learner competencies for work and further training, as well as employer evaluation of the overall quality of the training and assessment. The source of data to measure this indicator is a survey called the Employer Questionnaire. RTOs must gather and analyse this data each year.

As required, AWS has a system in place to collect feedback from students over the period of one year, using the AQTF Learner Questionnaire, and collate the results. 

This year as well, AWS has collected feedback and collated the results, which have been summarised in the Quality Indicator Annual Summary Report to be provided to ASQA, the regulator. 

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