It outlines the best practices in Management Consulting Expertise, mainly when it comes to triggering and stimulating creativity within organizations. It sheds the light on what really influence our creative thinking and how it would affect businesses’ products and services provided within an innovative work frame. It highlights the role of organizations’ culture, the working environment, managers’ roles, in addition to our surroundings in shaping our creativity.
Innovation is about process and relationships comprehensively and equitably focused on understanding the problems and issues of stakeholders…
…then designing solutions and testing them, with an eye on learning and adaption,
…and, once sufficiently tested, implementing and evaluating the solution before scaling it up
-Seta
This Slide is a part of Principle of Management where I have presented some of my ideas, views on about the Emerging Issues and Challenges on Management of the Organizations fell by Managers.
Yevgeny sinyakov. Role of innovation culture during the crisis period.Yevgeny Sinyakov
This article states the role of innovation culture in the life of the enterprise during the
crisis period. Old management models with “in-built system errors” have exhausted themselves, to carry out corrections it is necessary to know what exactly must be changed and in what way. What is connection between values of the innovation culture and business results? What are the elements of organizational culture? What organizational mechanisms provide translation of the values from the company leaders and higher management to the employees? Principles of values-based management.
How to Hire Top Talent to Create a Purpose-Driven BusinessY Scouts
Brian Mohr, Co-Founder & VP of Growth, Y Scouts
Evolution of Management - The way we hire and manage employees has evolved over the centuries. Historically (industrial revolution, scientific management) people were hired and supervised to perform specifically-designed tasks, with a great focus on optimizing productivity. We still see the effects of those roots today. Later, the bureaucracy developed, and behavioral management emerged between the 1920s to 1950s to focus more on the real needs of employees. In recent decades we've seen much emphasis on management science (six sigma, lean) ad its main focus remained often on process or productivity rather than on people.
State of our Workplace Today - Despite contemporary thought leaders (like Peter Drucker, or the emergence of Servant Leadership), today's workplace still produces much unproductive stress, eliminates much creativity and inspiration, and is characterized by high levels of disengagement. This in turn leaves significant opportunities for productivity, growth, and profitability on the table.
Research on Purpose – One of the key pieces we believe is missing is “purpose”. In Daniel Pink’s research on what really motivates people, he finds that purpose is one of the three main drivers. In Gallup’s research into why people follow, “hope” is one of the main factors. Dr. Seligman’s research in the area of positive psychology shows that having a sense of purpose is a key route to high well-being. Purpose is good for people, but for business as well. A range of studies has demonstrated the far-superior results that purpose-driven companies obtain over their money-driven counterparts.
Implications for You – For most companies this means there is a need t0 discover what their purpose is, to communicate, Y Scouts is proposing three main implications. First, what is your purpose? What are you most passionate about, and what are you doing to pursue that? Second, how can you help others find and pursue that? Second, how can you help others find and pursue their purpose? You have great influence over your existing employees (casting them in the right roles) as well as your new hires (interviewing them for fit and purpose). And thirdly, how can you develop and focus your managers and employees on their strengths? To allow purpose to thrive, managers will need to respect the employee for who he/she is and focus on bringing the best out in them.
What We Do – How Y Scouts can help
Q&A
Innovation is about process and relationships comprehensively and equitably focused on understanding the problems and issues of stakeholders…
…then designing solutions and testing them, with an eye on learning and adaption,
…and, once sufficiently tested, implementing and evaluating the solution before scaling it up
-Seta
This Slide is a part of Principle of Management where I have presented some of my ideas, views on about the Emerging Issues and Challenges on Management of the Organizations fell by Managers.
Yevgeny sinyakov. Role of innovation culture during the crisis period.Yevgeny Sinyakov
This article states the role of innovation culture in the life of the enterprise during the
crisis period. Old management models with “in-built system errors” have exhausted themselves, to carry out corrections it is necessary to know what exactly must be changed and in what way. What is connection between values of the innovation culture and business results? What are the elements of organizational culture? What organizational mechanisms provide translation of the values from the company leaders and higher management to the employees? Principles of values-based management.
How to Hire Top Talent to Create a Purpose-Driven BusinessY Scouts
Brian Mohr, Co-Founder & VP of Growth, Y Scouts
Evolution of Management - The way we hire and manage employees has evolved over the centuries. Historically (industrial revolution, scientific management) people were hired and supervised to perform specifically-designed tasks, with a great focus on optimizing productivity. We still see the effects of those roots today. Later, the bureaucracy developed, and behavioral management emerged between the 1920s to 1950s to focus more on the real needs of employees. In recent decades we've seen much emphasis on management science (six sigma, lean) ad its main focus remained often on process or productivity rather than on people.
State of our Workplace Today - Despite contemporary thought leaders (like Peter Drucker, or the emergence of Servant Leadership), today's workplace still produces much unproductive stress, eliminates much creativity and inspiration, and is characterized by high levels of disengagement. This in turn leaves significant opportunities for productivity, growth, and profitability on the table.
Research on Purpose – One of the key pieces we believe is missing is “purpose”. In Daniel Pink’s research on what really motivates people, he finds that purpose is one of the three main drivers. In Gallup’s research into why people follow, “hope” is one of the main factors. Dr. Seligman’s research in the area of positive psychology shows that having a sense of purpose is a key route to high well-being. Purpose is good for people, but for business as well. A range of studies has demonstrated the far-superior results that purpose-driven companies obtain over their money-driven counterparts.
Implications for You – For most companies this means there is a need t0 discover what their purpose is, to communicate, Y Scouts is proposing three main implications. First, what is your purpose? What are you most passionate about, and what are you doing to pursue that? Second, how can you help others find and pursue that? Second, how can you help others find and pursue their purpose? You have great influence over your existing employees (casting them in the right roles) as well as your new hires (interviewing them for fit and purpose). And thirdly, how can you develop and focus your managers and employees on their strengths? To allow purpose to thrive, managers will need to respect the employee for who he/she is and focus on bringing the best out in them.
What We Do – How Y Scouts can help
Q&A
Leadership - the changing role of management in an agile world. The world is getting faster, we are moving away from industrial era work to creative and knowledge type work. So far our management practices have not evolved along with us - we have 21st century Innovation on 20th Century technology managed by 19th Century principles of command and control. Is professional management failing - and what do we do instead?
The triple bottom line consists of financial profit (or success), social justice, and environmental protection. It is sometimes summarized as “Profits, People, and Planet.” An intimately related concept is “sustainability”---corporations that are built to last, societies that are stable and just, and a global natural environment that is in a healthy equilibrium. The basic argument is that we live in a time when a narrow, short-term focus on the financial bottom line alone will generate dysfunctions among people and in the environment that will come back to bite the corporation.
Sustainability and the “3BL” are, instead, about mutual benefits flowing in all three directions. The challenge is to find the sustainability “sweet spot” (think golf) where all three interests coincide. Example: Toyota’s Prius low-fuel hybrid benefits the environment, the people who build or buy them, and the owners of the company. Certainly there will be trade-offs; 3BL choices and strategies will require negotiation and compromise. But this is now an economic reality, not just an altruistic dream
It could be argued that what’s new here is just a strong case that financially successful companies must think more broadly and holistically and be sure to take into account all their stakeholder interests, including the environment and society. But it is still the financial bottom line driving the business.
Business ethics is a huge canvas, bigger than sustainability, CSR, corporate governance, or the 3BL. Business ethics is about doing the right thing and building good organizations. Business ethics and values grow out of purposes, missions, and visions and are organically intertwined with corporate cultures. There are more than three bottom lines---there are bottom lines related to every stakeholder. Business ethics doesn’t just ask how to keep three of those stakeholders (owners, environment, society) going and make them last (sustain them) but about what is right and fair and just, about what would constitute excellence and success.
• Performance is what an enterprise delivers to its shareholders in the here and now, evaluated through such measures as net operating profit, return on capital employed, total returns to share- holders, net operating costs, and stock turn.
• Health is the ability of the organization to align, execute, and renew itself faster than its competition, allowing it to sustain exceptional performance year in, year out
Throughout the book, the authors provide practical insights into the following three pillars of digital transformations that successfully scale:
• Reinventing the business model
• Building out a business architecture from the customer back into the organization
• Establishing an 'amoeba' IT and organizational foundation that learns and evolves
The learnings from this book are:
• How to build a 3-stage structure to help prioritize strategic and operational challenges that will digitize the organization.
• To understand the roles and importance of new technological positions, such as the Information Technology function and CDO.
• To set digital milestones to track the progress on the transformation of the organization – towards digital transformation & Digital culture.
• To rethink traditional business architecture while redesigning the agile organization.
The book is a useful guide for all leaders who recognize the power and promise of a digital transformation - who want to avoid being steered by 3rd parties - and chart their own course in the digital economy
Factors that Affect Organizational CultureSlideShop.com
Culture is an important determinant of organizational success. In this presentation, we discussed what factors contribute to organizational culture. We also included practical examples to clearly illustrate our ideas.
More themed slides: https://slideshop.com/Themed-Slides
Highly recommended course for everybody who seeks to find himself at dynamic 21st century environment! https://lnkd.in/eHabDGj
You'll find it @ https://www.coursera.org/learn/leadership-21st-century
Book Summary of Execution : The Discipline of Getting Things DoneChandra Kopparapu
The book titled Execution: The Discipline of Getting Things Done by Lawrence Bossidy and Ram Charan is an examination of what it takes for companies to succeed through strategies, processes, leadership and ultimately, execution. It is this which sets successful companies apart from those that fail. It was reported that nearly 25% of the fortune 500 CEO’s failed to execute the Business Strategy.
"Motivation: A different perspective" is written based on various literature review on sustainability of performance - organisational culture/behaviour/creativity/ people processes, motivation etc. It brings two specific perspectives: "SPLITS & CARE". My recent interaction with Balaji Prof C who has developed an interesting process known as "Causing Incredible Performance" with remarkable impact on people and organisations - mainly focusing on rewiring their internal voices has further validated my perspectives. Kindly provide your insights on it.
Leadership - the changing role of management in an agile world. The world is getting faster, we are moving away from industrial era work to creative and knowledge type work. So far our management practices have not evolved along with us - we have 21st century Innovation on 20th Century technology managed by 19th Century principles of command and control. Is professional management failing - and what do we do instead?
The triple bottom line consists of financial profit (or success), social justice, and environmental protection. It is sometimes summarized as “Profits, People, and Planet.” An intimately related concept is “sustainability”---corporations that are built to last, societies that are stable and just, and a global natural environment that is in a healthy equilibrium. The basic argument is that we live in a time when a narrow, short-term focus on the financial bottom line alone will generate dysfunctions among people and in the environment that will come back to bite the corporation.
Sustainability and the “3BL” are, instead, about mutual benefits flowing in all three directions. The challenge is to find the sustainability “sweet spot” (think golf) where all three interests coincide. Example: Toyota’s Prius low-fuel hybrid benefits the environment, the people who build or buy them, and the owners of the company. Certainly there will be trade-offs; 3BL choices and strategies will require negotiation and compromise. But this is now an economic reality, not just an altruistic dream
It could be argued that what’s new here is just a strong case that financially successful companies must think more broadly and holistically and be sure to take into account all their stakeholder interests, including the environment and society. But it is still the financial bottom line driving the business.
Business ethics is a huge canvas, bigger than sustainability, CSR, corporate governance, or the 3BL. Business ethics is about doing the right thing and building good organizations. Business ethics and values grow out of purposes, missions, and visions and are organically intertwined with corporate cultures. There are more than three bottom lines---there are bottom lines related to every stakeholder. Business ethics doesn’t just ask how to keep three of those stakeholders (owners, environment, society) going and make them last (sustain them) but about what is right and fair and just, about what would constitute excellence and success.
• Performance is what an enterprise delivers to its shareholders in the here and now, evaluated through such measures as net operating profit, return on capital employed, total returns to share- holders, net operating costs, and stock turn.
• Health is the ability of the organization to align, execute, and renew itself faster than its competition, allowing it to sustain exceptional performance year in, year out
Throughout the book, the authors provide practical insights into the following three pillars of digital transformations that successfully scale:
• Reinventing the business model
• Building out a business architecture from the customer back into the organization
• Establishing an 'amoeba' IT and organizational foundation that learns and evolves
The learnings from this book are:
• How to build a 3-stage structure to help prioritize strategic and operational challenges that will digitize the organization.
• To understand the roles and importance of new technological positions, such as the Information Technology function and CDO.
• To set digital milestones to track the progress on the transformation of the organization – towards digital transformation & Digital culture.
• To rethink traditional business architecture while redesigning the agile organization.
The book is a useful guide for all leaders who recognize the power and promise of a digital transformation - who want to avoid being steered by 3rd parties - and chart their own course in the digital economy
Factors that Affect Organizational CultureSlideShop.com
Culture is an important determinant of organizational success. In this presentation, we discussed what factors contribute to organizational culture. We also included practical examples to clearly illustrate our ideas.
More themed slides: https://slideshop.com/Themed-Slides
Highly recommended course for everybody who seeks to find himself at dynamic 21st century environment! https://lnkd.in/eHabDGj
You'll find it @ https://www.coursera.org/learn/leadership-21st-century
Book Summary of Execution : The Discipline of Getting Things DoneChandra Kopparapu
The book titled Execution: The Discipline of Getting Things Done by Lawrence Bossidy and Ram Charan is an examination of what it takes for companies to succeed through strategies, processes, leadership and ultimately, execution. It is this which sets successful companies apart from those that fail. It was reported that nearly 25% of the fortune 500 CEO’s failed to execute the Business Strategy.
"Motivation: A different perspective" is written based on various literature review on sustainability of performance - organisational culture/behaviour/creativity/ people processes, motivation etc. It brings two specific perspectives: "SPLITS & CARE". My recent interaction with Balaji Prof C who has developed an interesting process known as "Causing Incredible Performance" with remarkable impact on people and organisations - mainly focusing on rewiring their internal voices has further validated my perspectives. Kindly provide your insights on it.
Bus Rapid Transit plus Transit Oriented Development - BRT-OD - Erik Vergel-Tovar - UNC Chapel Hill - presented at Transforming Transportation 2014 co-organized by EMBARQ and The World Bank
Charlene Jennet (UCL) - Creativity in citizen scienceCitizenCyberlab
Charlene Jennet (UCL) presenting findings about creativity in citizen science projects, within and beyond Citizen Cyberlab, at the Citizen Cyberlab Summit, 17-18 September 2015, University of Geneva (UNIGE).
“..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.”
Great leaders know they wonu2019t always get it right, but they work with other experts, listen to their employees, keep learning, and set the intention to create a vibrant, healthy workplace and culture that embraces diversity. This requires tremendous courage and empathy but results in stronger, more innovative and resilient organizations more capable of attracting and keeping top talent.
The Importance of Organisational Values Webinar SlidesValuesCentre
"Everything I Have Learned About Values" is now available for purchase! The book summarizes Richard Barrett's 30-year journey to understand how values shape our decision-making. In celebration of its release, we created a three-part webinar series to explore the importance of values.
To watch a recording of this webinar, please use this link:
https://youtu.be/1GXsNm249S4
This webinar focuses on the role values play in organisational culture. Richard will share insights on:
-How do you build a high performing values-driven organization?
-Why is it important to measure your culture?
-What role do leaders play in managing culture?
For more information please visit our website:
https://valuescentre.com
INNOVATION ARCHITECTURE 1
Innovation Architecture
Ronna Coffman
Grand Canyon University: ENT-435
April 21st, 2017
Innovation is much more than just design thinking workshops. In fact, innovation is a challenging undertaking. For the success of an organization it requires repeatable and rigorous system of innovation. Creativity and ideas are essential ingredients of innovation. The seeds of innovation are provided by individuals, but innovation is a team effort that turns ideas into reality and delivers tangible outcomes. (Elliott, 2014)
Companies today face a harsh ultimatum: Innovate or die. Senior executives repeatedly tell to their employees that failing to innovate would create a critical risk to their enterprise’s growth, even its survival. Organizations rate themselves lowest on one aspect of innovation i.e. the ability to implement a “system of innovation” – a defined, consistent and effective innovation process. (France, Mott, & Wagner, 2014)
Innovation involves the introduction of something new, particularly something radically different. The something new could be products and services, product/service delivery, business designs, business processes, or new ways of managing.
Business Innovation can be differentiated from other types of initiative such as efficiency, continuous improvement, transformation, optimization etc. by its purpose. The purpose of business innovation is to create new future value for the organization. Innovation is strongly connected to strategy since the focus of strategy is to consider the constantly changing context and envision the future to define the best competitive position to achieve future goals.
The greatest challenge faced in building innovation architecture is that leaders are not able to create a climate for innovation in an organization. The employees are not recognized and rewarded for the innovative work they carry out. The organizations should look after the employees as they play an important role in bringing out innovation.
Innovation in an organization is everyone’s responsibility, but employees can’t innovate unless their leaders empower them to do so in an environment that values and rewards their contributions. The leaders should create a climate that helps the employees to innovate and even they are allocated accountability for a particular idea. Company can create a center of innovation expertise in corporate headquarters or diversifies ownership of innovation across business units depending on company’s market focus and on its organizational structure.
For bringing out innovation the employees must be involved, motivated and engaged with the leaders. If they do the same things each day, they’re not going to get inspired by new things. To get more than ideas for continuous improvement, people’s minds should be flooded with a lot of new information – and this is where Design Thinking can play a great role.
Building innovation architecture:
Successful innovators .
Engaged employees provide immeasurable benefits to your organization. It begins at the organizational then managerial, finally employee levels of the organization.
Do you dream of building a better organization?
* Where core values run through every part of the organization?
* Where people feel energized and inspired by work, and seek to solve challenges and own the results?
* Where innovation emerges organically from customer and stakeholder engagement?
* Where human beings are not just numbers on a balance sheet but the driving force of your success?
You need a live culture.
This paper investigates the feasibility of generating micro-self-assembled structures on pure titanium using a nanosecond Ytterbium fiber laser. The effect of process parameters, including laser frequency, power, processing speed and spot size, on the induction of the micro-self-assembled structures is investigated. Scanning Electron Microscope (SEM) and Profilometry analyses are carried out to demonstrate the size, shape, and roughness of the generated micro-structures. Analysis of the experimental results suggests that the generation of self-assembled structures with a desired roughness is viable. It is also observed that the laser spot size can potentially control the local surface roughness when the other process parameters are fixed.
Keywords - Laser micro-texturing, Ytterbium fiber
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
The effects of customers service quality and online reviews on customer loyal...
Management Consulting Expertise in triggering and stimulating creativity within organizations
1. JOOSTKADIJK
RotterdamArea,Netherlands
HABIBABOUSALEH
Grenoble,France
How to
Stimulate
Creativity in
Organizations?
This log book outlines the best practices in
Management Consulting Expertise, mainly
when it comes to triggering and stimulating
creativity within organizations. It shedsthe light
on what really influence our creative thinking
and how it would affect businesses’ products
and services provided within an innovative
work frame. It highlights the role of
organizations’ culture, the working
environment, managers’roles, in addition to our
surroundings in shaping our creativity.
2. Introduction
We live in today’s world where the old fashioned
way of conducting business is no longer exist.
Technological advancements and globalization
have shaped our lives and the way business is
conducted. New business models have replaced
the old ones in order to secure survival in today’s
business market, and its fierce competition.
Succeeding is no longer an easy task to achieve,
as it requires leading through dynamically
complex and volatile environment where
individuals and members are driven by
operational excellence and collaboration across
different functions and departments within an
organization, while developing higher quality
leadership, talents and creativity to unleash new
potentials and possibilities.
If we really take a moment to look around us,
observe and think, we can get to the conclusion
that our surroundings and every aspects of our
environment are the result of creativity and
creative thinking. We are the consequences of
continuous accumulated knowledge,
expertise, motivations and creative thinking
skills, which all together constitute the core
major components of creativity.
Businesses, organizations and corporations
are seeking adaptation to the continuously
evolving situation, mainly through their
employees as they are considered the most
valuable asset, by embracing creative
thinking. Creative people have the potentials
and capacities to approach problems and
solutions from different perspectives,
putting ideas together in new combinations,
and thus creating and adding more value to
their work. It should be noted that the skills
itself mainly depends on personality as well
on how every individual thinks and works.
Having that in mind, the main question that
arise is: How to create the adequate fertile
environment for creativity to grow, prosper
and be stimulated all the time for better
outcomes?
3. What Triggers Our
Creativity?
Before getting any deeper in our journey, it
is crucial to shed the light on the main
factors that influences our creativity prior
creating a framework on how to stimulate it.
Human’s mind is a dynamic interactive
interface powered by our senses which
ensure our interaction, level of involvement
and contribution to the environment we live
in, and with the individuals surrounding us.
Perceiving the world around us is mainly
governed by our processing styles, whether
holistic or detailed oriented, which is one of
the most important factors influencing our
creative thinking.
According to Scott Barry Kaufman (2011),
there are situational factors beyond our
personality which play an essential role in
the type of processing styles we adopt on
moment to moment basis. It is continuously
shifting without our own awareness due to
our continuous interaction through our
senses, with the way we observe, touch,
taste, listen or even smell. They all affect
our analytical thoughts, and most
importantly our creativity. As our senses are
the result of continuous refining process
governed by our surroundings,
understanding our environment is a key
element to boost our creativity. So the next
time we need to be creative, we should have
a look around us and start taking notes of
our environment. This will give us the
opportunity to soar to new creative heights.
Getting back to our journey and the main
question we are addressing: “How to
stimulatecreativitywithinorganizations?”
we notice that understanding the business
environment from every aspect and
adapting it within suitable fertile
framework is a key element in stimulating
creativity, especially within organizations.
Stimulating Creativity within
Organizations
According to Masnan and al. (2008), IBM
Global Business (2015), business and
organizations around the world agree that the
most valuable asset is their human capital which
contributes to everyday’s development and
business competitiveness. As a result, embracing
the path of innovation within their industries and
businesses, mainly when it comes to creating and
adding values to the products and services
provided is a must. In addition, understanding
that the authentic outcomes of creativity is
innovation, organizations tend to stimulate
creativity to boost innovation among their
employees. There are several paths that need to
be taken into consideration and treated seriously
within a certain framework in order to achieve
this aim. Each touch point below will be part of
our journey.
4. Organizational Culture: According to
Stimulating creativity within
organizations requires involvement on all
levels from top management to the
smallest position. All staff and top
management need to be creative and
innovative in their main functions. For this
reasons, it is essential to have the most
adequate organizational culture to be
absorbed by every member of the
subordinates. According to Martin and al.
(2003) organizational culture plays a vital
role in the success of any organization as
it provides the necessary framework to
absorb creativity which leads to
innovation into the organizational culture
and management processes. The social
interaction among individuals within
organizations allow them to embrace what
is acceptable and which norms, values and
functions should be adopted after
internally assessing them to figure out
what would lead to creative outputs and go
along how the organization operates.
It also highlight the importance of being
These norms, values and function at a later stage
will be reflected into policies, management
structures and procedures. Organizational culture
can be addressed into five main touching points
which have a great influence:
Strategy: Proper understanding of the company
shared vision and mission which is focused on
future is essential to motivate employees to be
creative especially if it is built around a certain
framework that stimulate creative thinking.
Structure: A diversified well-structured teams
have a great influence on the level of creativity
that takes place within the working environment
inside any organization. Diversified
complementary talents within individuals push
creativity to different heights. Individuals’
relationship should be based on respect and trust
with high level of openness to others’ points of
views, ideas and perspectives no matter how
different they can be, not to forget the effective
channels of communications.
5. Encouraging Creative Behavior & Means
of Support: It is essential to create the
suitable incentives for creativity. Rewards
and recognition is a must but at the same
time high level of attention need to be
addressed as rewarding is different from an
individual to another and not necessary lead
to stimulating creative work. Rewarding
systems need to be matched with each
individuals’ personality to get the best
outcomes.
Communication: Open and transparent
communication policies based on trust and
respect have a great influence motivating
and stimulating creativity. Open door
policy without any hierarchy barriers open
up the flow of ideas and creative thinking.
All these element once merged together in a
fruitful frame help to create a genuine
organizational culture that triggers
creativity and creative thinking, leading to
innovation which add values to businesses,
organizations, communities and certainly
societies.
Organizations’ Working Environment:
According to Richard Branson, the author
and founder of Virgin Group, a “healthy
company culture starts with treating your
employees the way you want to be treated”.
From this perspective, and according to
Richard Florida and Jim Goodnight
(2005), it is important to value the work
over tools by help employees to show their
best at work, stimulate their minds, reward
excellence with challenges rather than
materialistic incentives, and minimize the
hassles at work.
Help Employees do Their Best: Creative
people at work are mainly driven by two
key elements: love and challenges.
Regardless of their daily functional tasks or
the department they belong to, they crave
the feeling of accomplishments once the task is
completed and they starve for another
challenge due to their inner energy which is
wrapped with love to the job they do or the
function they occupy. As most researchers and
among them Hirst, G. et al (2011) agree that
bureaucratic practices constrain and limit
creativity to a great extent. Tension always
been and will always be an impediment that
hinders creative thinking within an
organizations. So in order to keep employees
engaged, and clear petty obstacles of their way
so they shine, organization should eliminate
bureaucracy as a first step toward creative
thinking.
Stimulate Minds: Superior performance and
better products or services are the
consequences of energized mental abilities.
Understanding the methodology of continuous
learning and challenges involved to motivate
employees is crucial for stimulating their minds
by putting them in a challenging working
environment, faced with new dilemmas and
interesting tasks.
6. Understanding each employees mind sets,
capabilities and potentials is also essential
in addressing the type and the level of
challenges presented as every individual is
unique. What interest one person might not
necessarily interest others. For this reason,
finding the right intrinsic motivator for
each person is important to help employees
realize their goals.
Eliminate Hassles and Distractions:
Obstacles and distractions that waste time
in today’s business environment hinder at
the same moment the flow of creative
thinking. As much creative people like to
be challenged on a daily basis while being
creative, they hate having their creative
thinking being stopped as a result of
obstacles or any type of distraction. The
more companies facilitate employees’ lives,
whether during or outside the working
hours can promote and contribute to
creative work. Surveys can be an insight
toward what employees foresee as obstacles
and source of distraction, which might help
companies know how to react, minimize or
even eliminate what is necessary. The
implementations can be decided or
constraint to the benefits generated from
such actions. Big companies can take it to
the next level, beyond the working hours by
trying to solve employees’ daily living
concerns which keep their minds occupied
with the what life these days involves.
Having a private company campus with all
the necessary facilities such as schools,
hospitals, shopping centers and malls,
clinics, cafeteria, recreational facilities,
family restaurants would unleash the
suppressed mental potentials of the
employees, by reducing stress, time and
creating more opportunities for more family
time.
creativity space. Not only this can add value to
the company business by creating sub-
businesses, but at the same time, it can be a source
of comfort for employees by bringing them in
into a bigger comfort zone similar to theirs.
Managers’ Roles in triggering Creativity:
According to Amabile (1998), managers play a
vital role in assuring company culture and
boosting creativity when they strive as a team
toward the same goals of providing superior
products or services. They are the link between
top management and employees where company
vision, strategies, policies and procedures are
communicated through them in order to promote
the organization culture. They have the power to
bring people together, and facilitate the exchange
of ideas. Finding the right roles and the suitable
people for managerial positions are important to
spark the creativity of people around them.
Feedback and questions & answers sessions
might have a great influence. In addition,
foreseeing and procuring what is needed ahead of
time can facilitate the working process and
eliminate some obstacles which cause time,
money and effort loss.
7. Avoiding penalizing employees for making
innocent and honest mistake can help mangers
in promoting creativity.
Customers’ Roles in Triggering Creativity:
According to Leiman and al. (2013),
Clients/customers in today’s dynamic business
environment play an essential role in boosting
creativity and innovation within the
consumers’ industries, as most of the products
and services are mainly created for the sake of
consumers. Engaging them within the circular
cycle of the business, and letting them be heard
clearly, would save time and money especially
when it comes to innovation and creativity.
They will clearly identity the flaws in the
products and services provided and how to
Overcome such issues and defects.
Embracing this role with the appropriate
style of management is vital to guarantee
the flows of feedback within the business
from the consumers to the adequate
designated department. Consumers’
feedback through the online websites,
reviews, complains, customers support, or
even through the phone or face to face
would constitute the input channels for
improvements. The immediate actions
taken as a reaction to the consumers’ input
are very important to stay in the loop in the
appropriate time, otherwise the inputs
received from these channels will be
outdated and serve no purposes.
Environment Role in Triggering
Creativity: Whether we are consumers,
employees, managers, senior managers,
stockholders, or individuals, we are the
creation of our environment as since our
early age, we are exposed, influenced and
sharpened by our surroundings. As human
capital is the main creativity motor of
creative outcomes within organizations,
it central to mention the influence of environment
with all what it involves from cultures, customs,
believes, habits, norms and traditions in shaping
each one of us in a unique way, and affecting in a
way our creativity.
Conclusion
The creative business world has emerged and it is
here to stay. Stimulating creativity on a first level
and then managing it, is a key factor in securing a
competitive advantage and being differentiated in
the rising competitive world especially with the
current continuously evolving technological
advancements, side by side with globalization.
Careful considerations of all previously
mentioned factors is a must, especially within
organizations to create creative company cultures,
properly communicate and embrace them by all
employees on every level, all the way from top
down. Managers should also be aware of their role
in communicating creativity and boosting it from
every aspect. Consumers should always be part of
the equation since our businesses wouldn’t
survive without them or even wouldn’t exist.
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