Universität Stuttgart

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Institute: search.filters.UBSInstitut.Institut für Arbeitswissenschaft und TechnologiemanagementAuthor: search.filters.author.Hölzle, Katharina

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Now showing 1 - 3 of 3
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    A generative design of collaborative innovation space
    (2023) Klooker, Marie; Hölzle, Katharina
    A workplace for collaboration can be a powerful tool for fostering collaborative innovation in an organization. However, many organizations have failed in realizing the benefits of collaborative innovation workplaces. Applying a sociomaterial lens to an empirical investigation of the creation and genesis of workplaces for collaborative innovation in six organizations, we expand the focus beyond identifying workplace's material and social elements to the emergence of a collaborative innovation space as an effective workplace for collaboration. We develop a dynamic generative design model for collaborative innovation spaces. This model draws the attention to practices involved in the creation of such space instead of spatial characteristics only. It presents three dimensions for creating collaborative innovation spaces: the collaborative workplace consisting of collaborative spatial layout, work practices, and organizational structures. All are created and manifested by means of a collaborative–participatory design approach and the practice of generative reflection instead of conventional evaluation measures. Ultimately, a mindset shift is set in motion, generating a sustainable emergence of a collaborative innovation space. We conclude that a collaborative innovation space as an in‐between space cannot be deliberately designed but rather evolves over time. Using our generative design model, organizations and stakeholder can actively become part of this emergence process.
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    No innovation without entrepreneurship : from passion to practice
    (2022) Hölzle, Katharina
    In his Catalyst article, Kenneth Kahn takes an institutional perspective on innovation and entrepreneurship, arguing that a lack of differentiation between these two terms results in a missing demarcation of entrepreneurship and innovation centers at universities. This leads to research and teaching activities in the respective areas that are not clearly differentiated and therefore create suboptimal results. I reflect on Kenneth's thoughts but argue that we should not aim for two different centers or estranged disciplines of entrepreneurship and innovation but rather take a joint perspective centering on the challenges of creating and bringing the new to the world. I call for a joint core (aka the entrepreneurial mindset) of entrepreneurship and innovation at universities but different curricula and instruments for the individual challenges of entrepreneurship and innovation, differentiating along the source of the problem or idea, the disciplines involved, the instruments and conditions needed, and the ecosystems to be built.
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    Managerial framing in light of discontinuous change : revolutionists, evolutionists, and mediators
    (2024) Fox, Daniel‐Leonhard; Kullik, Oliver; Hölzle, Katharina
    This study examines the critical role of middle and frontline managers in an incumbent organization navigating discontinuous change, emphasizing the balance between exploring new opportunities and exploiting existing ones. While top managers set the strategic ambidextrous direction, the on‐the‐ground manifestation and tension management fall predominantly to the middle and frontline managers. We introduce a novel typology, classifying these managers as Evolutionists, Revolutionists, or Mediators, each with distinct cognitive framings. Our findings underscore the importance of understanding and moderating these cognitive framings to facilitate successful ambidextrous implementation. Key managerial implications include the need for heightened awareness of tension points, strategic resource allocation, mitigation of extreme cognitive framings, and the significant value of Mediator managers in steering ambidextrous strategies. This research paves the way for a deeper understanding of individual‐level ambidexterity and provides crucial insights for organizations to innovate in times of discontinuous change.