Innovation Personnel Behavior in the Organization

Abstract

The article investigates the essence of innovation behavior and innovation readiness of personnel, identifies internal and external factors of its shaping and shows its role in the organization development. It discusses methodology of estimating innovation readiness of personnel worked out by D. Howkins, K. Rogers, A. Yu. Popova, A. A. Dubova and conducts their comparative analysis. The authors put forward their own methodology of estimating innovation readiness, which includes employees' assessment of their role in innovation processes in the organization, the situation and difficulties of introducing innovation inside the organization, trends and challenges of innovation introduction in the external environment. Results obtained during the estimation of innovation readiness of the administrative-managerial personnel of the Almetievsk central district hospital (the Republic of Tatarstan) are provided in the article. A serious factor is the availability of real possibility to put forward innovation proposals (direct communication) and a subjective assessment by top management of the population readiness to innovation technologies being introduced in the medical organization (positive responses and appraisals of the medical organization's work on the part of the population can foster shaping of the innovation behavior of personnel). We explain the importance of these factors by the direct participation of the administrative-managerial personnel in attaining goals of the program of the Russian Federation 'The Development of Public Health Service'.