{"version":"1.0","provider_name":"\u66f4\u591a\u63a1\u8cfc\u6709\u9650\u516c\u53f8","provider_url":"https:\/\/moresourcing.com\/zh_tw","author_name":"MS","author_url":"https:\/\/moresourcing.com\/zh_tw\/author\/moresourcing\/","title":"Why Some Managers Stifle Good Ideas","type":"rich","width":600,"height":338,"html":"<blockquote class=\"wp-embedded-content\" data-secret=\"IUNT5eAWI6\"><a href=\"https:\/\/moresourcing.com\/zh_tw\/why-some-managers-stifle-good-ideas\/\">\u70ba\u4ec0\u9ebc\u6709\u4e9b\u7ba1\u7406\u8005\u6703\u627c\u6bba\u597d\u9ede\u5b50<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/moresourcing.com\/zh_tw\/why-some-managers-stifle-good-ideas\/embed\/#?secret=IUNT5eAWI6\" width=\"600\" height=\"338\" title=\"\u70ba\u4ec0\u9ebc\u6709\u4e9b\u7d93\u7d00\u4eba\u6703\u627c\u6bba\u597d\u5275\u610f \u2014 MORE SOURCING LTD\" data-secret=\"IUNT5eAWI6\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script>\n\/*! This file is auto-generated *\/\n!function(d,l){\"use strict\";l.querySelector&&d.addEventListener&&\"undefined\"!=typeof URL&&(d.wp=d.wp||{},d.wp.receiveEmbedMessage||(d.wp.receiveEmbedMessage=function(e){var t=e.data;if((t||t.secret||t.message||t.value)&&!\/[^a-zA-Z0-9]\/.test(t.secret)){for(var s,r,n,a=l.querySelectorAll('iframe[data-secret=\"'+t.secret+'\"]'),o=l.querySelectorAll('blockquote[data-secret=\"'+t.secret+'\"]'),c=new RegExp(\"^https?:$\",\"i\"),i=0;i<o.length;i++)o[i].style.display=\"none\";for(i=0;i<a.length;i++)s=a[i],e.source===s.contentWindow&&(s.removeAttribute(\"style\"),\"height\"===t.message?(1e3<(r=parseInt(t.value,10))?r=1e3:~~r<200&&(r=200),s.height=r):\"link\"===t.message&&(r=new URL(s.getAttribute(\"src\")),n=new URL(t.value),c.test(n.protocol))&&n.host===r.host&&l.activeElement===s&&(d.top.location.href=t.value))}},d.addEventListener(\"message\",d.wp.receiveEmbedMessage,!1),l.addEventListener(\"DOMContentLoaded\",function(){for(var e,t,s=l.querySelectorAll(\"iframe.wp-embedded-content\"),r=0;r<s.length;r++)(t=(e=s[r]).getAttribute(\"data-secret\"))||(t=Math.random().toString(36).substring(2,12),e.src+=\"#?secret=\"+t,e.setAttribute(\"data-secret\",t)),e.contentWindow.postMessage({message:\"ready\",secret:t},\"*\")},!1)))}(window,document);\n\/\/# sourceURL=https:\/\/moresourcing.com\/wp-includes\/js\/wp-embed.min.js\n<\/script>","thumbnail_url":"https:\/\/moresourcing.com\/wp-content\/uploads\/2025\/10\/Oct25_17_74854972.jpg","thumbnail_width":1200,"thumbnail_height":675,"description":"Frontline employees\u2019 close contact with customers and processes often put them in the best position to generate innovative ideas. However, in most companies, middle managers act as critical gatekeepers\u2014balancing the potential of these ideas against personal status risks. New research reveals that managers who endorse employee ideas risk losing status whether the idea succeeds (by being overshadowed) or fails (by being blamed). This \u201cIdea Endorser\u2019s Dilemma\u201d can stifle innovation despite executives\u2019 enthusiasm. To counteract this, organizations should diversify decision-making through innovation panels, foster peer-to-peer idea sharing, and realign incentives to reward managerial support of creativity. Cultivating a culture that de-risks endorsement is essential to unlocking the full potential of employee-driven innovation."}