INNOVATIVE SUSCEPTIBILITY OF ORGANIZATIONS: SOCIOLOGICAL APPROACH
The article reflects the results of the analysis of innovative susceptibility of organizations of various forms of ownership: public institutions, NGOs, business structures, as well as factors affecting the process of innovation in the organization and resistance to them on the basis of sociological approach which allows to analyze innovative susceptibility in terms of human factors (social characteristics of innovators, their behavior and way of thinking). The theoretical and methodological basis of the research is the approach to the understanding of innovative personality as a special social type in the 21st century. This approach does not deny the basic concepts of the dispositional system of the personality but complements it from the point of view of the civilizational approach, as well as the achievements of modern cognitive sciences. The theoretical analysis is supplemented by an empirical research conducted in Petrozavodsk in 2018-2019 using the method of semi-structured interviews with representatives of organizations of various forms of ownership. The results of the study allow us to conclude that the innovative susceptibility of organizations in Petrozavodsk is rather low. State institutions, non-profit organizations and representatives of business structures note different, specific for their activities factors that prevent the introduction of innovations, but all respondents note the human factor as the main obstacle, which is expressed primarily in the lack of motivation to introduce innovations. It is assumed that low motivation is caused by the lack of a clear understanding of the positive long-term consequences of innovation, and in some cases the lack of necessary innovative competencies. Besides, not a single respondent noted that new methods of work motivation were being introduced in their organizations. This situation can be addressed by using some measures related to the development of employees' innovative competencies, the introduction of new effective methods of work motivation, the formation of the innovative climate in organizations. This work requires long-term efforts aimed on the one hand at overcoming the existing negative attitudes towards innovations, and on the other hand at developing the innovative characteristics of the employees' personality.