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Respond to two classmates post…do not just comment “good post” or about their writing skills….Comment about the content of their post.
Creative climate factors
A large dental company for which I work has a leadership approach similar to that of IDEO, i.e. while a leadership structure exists, all senior staff maintain an approachable attitude (Puccio, Murdock, & Mance, 2011). While the environment is physically supportive, most staff are unlikely to feel psychologically free to trial new ideas due to lack of available time during the working day.
Creativity support systems
The company embraces a number of factors which support creativity, as described by Ekvall (Ekvall, 1996). Typically, there is an atmosphere of trust, playfulness and positive debate. New ideas are typically encouraged. For example, junior staff are offered financial rewards for generation of new viable ideas. However, very limited time exists for trial and implementation of new initiatives and thus few staff take advantage of this opportunity.
My organization could benefit from a more formalized approach to new idea generation and implementation. In more practical terms, the company could offer set, paid time periods during which employees could go through the idea development steps performed by IDEO (i.e. Understand, Observe, Visualize, Evaluate & Refine, and Implement) (Puccio et al., 2011).
Allowing for time to develop ideas will empower staff members to explore and voice new initiatives, which could ultimately lead to economic value creation. Frequently, staff members working at the lowest rungs of the management ladder are able to offer the most time-saving and efficiency-improving ideas. These ideas can result in significant profit increases in a large company operating an expensive business.
Ekvall, G. (1996). Organizational climate for creativity and innovation. European Journal of Work and Organizational Psychology, 5(1), 105-123. doi:10.1080/13594329608414845
Puccio, G. J., Murdock, M., & Mance, M. (2011). Creative leadership : Skills that drive change. Thousand Oaks, Calif.: SAGE Publications.
my previous organization was very segregated. Individuals spoke with and collaborated with those in their disciplinary team. This was a huge setback because individuals weren’t able to look past their differences in order to work together and form new ideas. Amabile (1998) suggested that to contribute to a creative climate motivation and the ability to give people freedom within the company’s goals was needed. Although this organization didnt successfully promote a creative climate they tried, especially in these two areas. Leadership constantly tried to motivate the staff with pitching new ideas and purchasing new equipment that would make our jobs “easier”. They also tried to promote autonomy but because there wasnt much collaboration and teamwork autonomy was viewed as rebellion. Which meant there wasn’t much flexibility in how we were allowed to do our jobs. So while they were trying to enhance our creativity with different motivational tools they also took away our freedom which had a negative affect on our motivation.
An initiative I selected that will strengthen the creative climate would be eliminating “us versus them”. Puccio (2011) stated that IDEO removed the labels and plush offices and focused more on employee performance. With that being said flexibility became something that was adopted while rigid rules were left in the past. This initiative would address the organizations inability to provide their employees with true autonomy which is a true weakness. Getting rid of titles would force individuals to only view each other as colleagues despite their titles and to possibly be more receptive to new ideas. Once this organization is able to move past titles I do think they’ll be able to motivate their staff to share and be involved more in the workplace.
Amabile, T.M. (1998). How to Kill Creativity. Harvard Business Review. 76(5) 15-24.
Puccio, G.J., Mance, M., Murdock, M.C., (2011). Creative Climate: Work environment allows IDEO to deliver promise of innovation. In Puccio, Mance and murdock, Creative Leadership, skills that drive change. (pp314-320).