Creative Self Efficacy

What are creativity, innovation, and design, and how are these concepts important to meeting the objectives of an organization? To understand these concepts they must first be defined. Webster’s dictionary (http://www.merriam-webster.com) defines creativity as the “Ability to produce something new through imaginative skill, whether a new solution to a problem, a new method or device, or a new artistic objects or form. The term generally refers to a richness of ideas and originality of thinking. Psychological studies of highly creative people have shown that many have a strong interest in apparent disorder, contradiction, and imbalance, which seem to be perceived as challenges. Such individuals may possess an

Based on your individual Creative Intelligence Profiles, how might each member affect innovation within the organization?

In today’s rapidly changing business environment, the ability to transform obstacles into opportunities can be a firm’s biggest advantage (Samašonok & Leškienė, 2015). As organizations recognize the need to be adaptable, creativity in the workplace has become one of the most important determinants of performance and success (Anderson, Potočnik & Zhou, 2014). To date, even though creativity has been linked to firm performance and survival (Nystrom, 1990), many managers admit that employees have “room to improve” in terms of creativity (Shalley, 2004).

What would need to be understood about this topic is that is that I have chosen the terms Creativity and Innovation, which many don’t know that these two topics are interlinked, with no correct or incorrect way to use them. Where creativity can be classified as the process of gathering and generating new ideas via new ways of thinking, innovation would be seen as the process of implementing creativity. Diversity on

Part of the process over the next 12 months that Best Snacks is going to undertake is experimenting with new processes that will make the company more efficient and improve processes. This will avoid the temptation of staying with the old procedures that are not working anymore. The employees currently do not believe they are allowed to explore or be innovative – it needs to be stressed that their creativity is welcome.

The usage of marijuana was significantly higher with males than with females. Marijuana use is inconsistent with the personality trait agreeableness, because researchers say it is higher among individuals higher with openness to experience. Although, those individuals that do have agreeableness as a personality trait have negative consequences when it comes to marijuana uses. For example, they tend to skip school and fighting with their friends. These negative correlations did have a connection with a negative-wellbeing (Allen & Holder, 2014).

Amabile, T. M. & Khaire, M. 2008, “Creativity and the role of the leader”, Harvard business review, vol. 86, no. 10, pp. 100.

According to Pfeffer (cited in Whetten & Cameron, 2005) leading positive change is one of the most important influences in helping organisations perform well. Another strength that I have identified through completing the “how creative are you” assessment (Carlopio et al, 2005) is creativity, possibly due to my ability to consider things from different perspectives as indicated by my preference toward the “thinking” dimension in my MBTI profile.

Google: Organizational Methods to Enhance Creativity Name Institution Date Course ABSTRACT The study focuses on the methods that organizations use to enhance creativity. These methods varied considerably from one organization to the other leading to difference in performance. The research also investigates how creativity process determines the eventual organizational performance. In an attempt to improve the level of creativity, organisations use various models and theories. There are three common theories of creativity which include; componential theory of creativity, the instructionist theory and the theory of individual creative action. This research focuses on the componential theory as it is the often used theory by most companies due to its preciseness and clarity. On the other hand, there are two models of creativity which are important in understanding the creative content. These are; Amabile’s Componential Model of the Social Psychology of Creativity and Interactionist Perspective Model of Organizational Creativity. Google is one of the companies that portrays an outstanding creativity. Google’s method of creativity, including their models, focuses on the employees. The creative process begins at the initial stage of hiring their employees. However, they also carry out constant training and coaching. Furthermore, Google support and motivate its employees. INTRODUCTION Rapid change, global competition together the increasingly demanding business

Effective leaders need to be creative and innovative. Effective leaders need to understand that the blood of the organization which they are leading lays innovation and creativity (Swid, 2015). Creation of new ideas can result in programs which are superior to the already planned or established plans. The responsibility of the leadership is to engage appropriate people in the right times, to the appropriate degree but in creative manner. Employee creativity is also enhanced by leaders who are inspirational. Any business

In today’s knowledge-based economy, innovation has become the principal source of competitive advantages in global business; the success of firms now depends more on their intelligence capability – such as employee creativity – than traditional material assets (Amabile et al., as cited in Zhou, Zhang & Montoro-Sa ́nchez, 2011). The creative capability of individual and collective knowledge workers is the fuel that powers innovation in firms. While creativity leads to the production of new and useful ideas in any domain, innovation is the successful implementation of those creative ideas within an organisation (McLean, as cited in Zhou, Zhang & Montoro-Sa ́nchez 2011). In highly dynamic business environments innovation and creativity have become crucial for creating competitive advantages for the

Gunpowder, compass, waterwheel, paper money, long-distance banking, the civil service and merit promotion were invented by Chinese (Abrami, Kirby and McFarlan, 2014). Therefore, it could be argued that China was a famous nation with creative power at the ancient and modern times. Nowadays, however, many opinions supposed that most of the creative business scholars and innovators were in west countries (Abrami, Kirby and McFarlan, 2014), while breakthrough innovations were rarely seen in China. There are some different viewpoints about the reasons why China cannot innovate. Lim (cited in Abrami, Kirby and McFarlan, 2014) argued that Chinese companies’ managers do not have creativity to the consideration of new ideas. The Chinese government fails to take good protection of intellectual property rights leads to this situation similarly. Furthermore, according to Miyazaki (cited in Abrami, Kirby and McFarlan, 2014), Chinese education system which makes students absolutely concentrate on the test scores cannot make Chinese teenagers become innovators. Based on these opinions, this essay focuses on the creativity in large Chinese companies.

Another important factor in how organisations can develop their innovation management capabilities is the work environment for employees following recruitment. Referring back to Google, they name their employees Googlers increasing the sense of inclusion and belongingness to the organisation which can only be met with a positive response from employees (to lead to more creative work, and hence innovation), due to the fact they are better motivated to do well for their peers and are enjoying work life. As Amabile (1996) states, ‘you will get the most creative work from people who are feeling happy and have positive thoughts, and on days when they have the most intrinsic motivation.’

In this study, Mechanisms Underlying Creative Performance: Employee Perceptions of Intrinsic and Extrinsic Rewards for Creativity, the authors Yoon et al. (2015) investigates creative performance based on effects of intrinsic and extrinsic rewards and proposes employees’ dedication to creativity may possibly activate a psychological state in the connection between rewards and creativity. In order to detect the boundary conditions, such as nature of rewards and the task context, when the different types of rewards are triggered for creativity, the study proposed the importance of specific rewards having a correlation in the relationship between reward and creativity. The study specified intrinsic and extrinsic rewards were given contingent on creative performance. “The intrinsically motivated person will find pleasure in the task itself, and will, on his or her own, seek creative ways to approach it. The extrinsically motivated person might work hard, but is unlikely to seek creative solutions” (Barton & Swap, 2005, p. 188). The study wanted to first see if there was a correlation between predetermined rewards employees received and their overall creative performance. Second, the authors wanted to determine how each employee rated intrinsic and extrinsic rewards and determine a positive or negative correlation based on its value and creative performance outcome. Third, the study set out to determine if employees are rewarded for their creativity, would it lead to

Change, creativity and innovation are essential elements for survival and growth of an organization. Creativity is vital for the birth of fresh and beneficial ideas. Creative thinking allows groups and individuals to solve problems or stimulate to think differently in order to bring forth fruitful ideas. The above mentioned creative thinking enabled our team of six different personalities to come together and implement a plan to solve a complex problem in a hospital. Our assigned task was to recommend a plan in order to alleviate hospital readmission among elderly population within thirty days of discharge. In this paper the author is narrating the team dynamics, functionalities and personal competencies in the process of recommending a change in the system. As a member in the innovation leadership team the author is also reflecting on the assessment, capacity for innovation in the organization which is the hospital where the team is assigned.