Analysis of Organizational Creativity †MyAssignmenthelp.com

Question: Discuss about the Analysis of Organizational Creativity. Answer: Introduction: In the cut throat business world, it is extremely important for every organization to maintain the creative and innovative aspects so that they can survive the competition with higher productivity and profit margin. Research shows that the companies which have survived different barriers and have done best over the long haul are those who have adopted creative and innovative strategies in their work procedures (Sarooghi, Libaers and Burkemper 2015). Organizations which do not copy other organizations tactics but continuously implement new form of innovative strategies see the most organizational effectiveness. This is mainly due to their unique application, service or product to their consumers (Auernhamper and Hall, 2014). Therefore, researchers are of the opinion that creativity is the function of knowledge, evaluation, imagination. Better the knowledge base and levels of curiosity of the organization and its employees, the better the ideas, patterns and also the combinations one c an achieve. These are then used in creating new as well as innovative products and services. Analysis: Researchers over the years have conducted many experiments where they have tried to look over the benefits of organizational creativity not only at the individual levels but also at the groups or organizational levels (Auernhamper and Hall, 2014). The most important benefits are developed teamwork and better team bonding with higher level of enthusiasm. Secondly, it also results in increased workplace engagement and interaction (Somech and Drach-Zahavy 2013). Thirdly, it also helps in improvement of the ability to attract as well as retain the quality of the work provided by the employees. Fourthly, organizational creativity and innovation helps in increasing of staff morale as well as introduce fun and happiness in the working environment. It also helps in the development of workplace problem-solving skills and also ensures productivity. However, while trying to achieve organizational creativity, several blocks are often observed which need to be looked after and intervened properly (Serrat 2017). They are discussed in the following paragraphs. One of the most important blocks or barriers observed in organizational creativity is the performing of work according to certain fixed rules present in rule books. There are many individuals who perform their work following rules which have been introduced to them during their training time (Yoshida et al. 2014). They follow the rules blindly without providing any new creative initiatives from their own self. As a result, the thought of starting any new creative strategies or going beyond the rules to fulfill companys goals with innovative ideas are rarely seen. Therefore it becomes extremely important for the leaders or the mentors to guide the employees by shifting their outlook from the application of rules to trying their creative spirits so that productivity can be increased (Liu et al. 2017). A proper mentoring of their minds to not follow rules blindly is important along with developing trust over own creative skills. Another important block which is also noticed is the making of assumption and not having self belief on creativity. It is often seen that there are some individuals in workplace who do not have enough trust on themselves and continually make themselves belief that they are not creative. Often such notions from these individuals get spread among the different workers in the surrounding and within short course of time, the working environment become negative towards creativity. Therefore making assumptions without even trying hand at creative or innovative approach can affect the productivity and work quality of employees (Naranjo et al. 2016). Therefore it becomes extremely important for the organization as well as mentors and leaders to properly console such employees in such ways so that they start believing of their creative skills. Counseling and mentoring them will make them gather courage to think in different innovative ways and help them to play creative strategies without mak ing assumptions. This would ensure higher productivity. Another block also observed is the fear of failure among different individuals. Many individuals fear that their creative steps or innovative strategies that they have undertaken may fail miserably which will affect the companys resources and productivity. These fear of failing often prevents many individuals of not trying their hand s at some innovative strategies so that they can remain safe from any blame games or do not get involves in any serious situations that may compromise his clean records (Caniles and Rietzschel 2015). This fear often acts as a block towards organizational creativity. Here the organization itself and the leaders and managers should develop work environment that promotes creativity and innovation. This environment will encourage him to look beyond the negative aspect of failure and take the positive aspects of failures as important steps for development of skills and success. The next block which is also seen is the absence of proper time and high amount of executive stress. Huge work pressure and the force to complete piles of work within stipulated time often prevents many interested individuals to participate in thinking and brainstorming processes. They remain overburdened with work and therefore thinking of innovative ways, then applying them in the workplace and waiting for proper results may not be always possible. Hence, the employees should be trained about how to schedule their work in systematic ways and how properties need to be set so that all the work gets completed within deadline and there is no feeling of pressure and burden (Perry-Smith and Manucci 2017). Not only that the mentor should also encourage and guide the employees about how to make time out of busy schedules and engage in development of innovative strategies so that the productivity can be increased. Other block which is also noticed is the adhering attribute of the employees with their regular habits and not coming out of their comfort zone. Researchers have stated that employees do not usually try to come out form their comfort zones and perform activities according to the regular habits without trying anything new. Following the same routine again and again makes them comfortable and they do not even try to come out of their comfort zone and thing differently. Therefore their success gets restricted as their work shows monotonous output (Fay et al. 2015). Hence, mentors should help the individuals to try out new initiatives and adapt them to their working styles so that they do not stereotype themselves with a particular style. This would help them to bring out innovations in their work to increase productivity and development of their work quality. Conclusion: From the entire discussion above, it becomes quite clear that how organizational creativity is helping organizations to reach the zenith of success. They are providing benefits to the working culture by increasing staff morale and interaction. It also results in increased engagement as well as increased passion and motivation of the workers. It also helps in increased problem solving procedures that helps in increased productivity. It assures team bonding and team collaboration. However, several blocks have been identified by the researchers over the years that prevent the smooth establishment of a culture of creation and innovation in workplace. The first one is the fear for failure if the creative strategies do not work. Secondly, adhering to regular habits and not trying to come out from their comfort zone is another barrier. Thirdly, the employees tendency to continue working according to rule book and not trying innovative strategies also act as an effective block. Not only that , executive stress, work burden, short time and others also do not give scope to the workers to think beyond their guidelines and come up with innovative strategies. All these would ultimately lead to obstructive form developing an environment where innovation and creative working styles are encouraged. Therefore the leaders and the mentors have an active role in developing such a working culture of organizational creativity by making the employees understand the importance of creativity and innovation. They should encourage the workers, counsel them about how they can change their thinking procedures and guide them about how they would implement creative thinking and introduce innovative strategies in their working styles. These would remove the blocks of the creative and innovative modes of work and ensure a culture where innovation and creation holds high degree of importance. Recommendation: The employers should be given a sense of freedom without imposing rules. The later tends to suffocate the creativity of the workers which limits the freedom of the most valuable asset. This will make them reluctant to think out of the box. The employer should provide their workers with autonomy to practice their creative skills and ideas. Secondly, enough resources lie finance should be also provided to the employees so that they can implement innovative ideas. Thirdly, only preaching the importance of creativity will not help to attain the culture. Rather, providing proper demonstration in real life to carry out innovative ideas ensuring providing of enough time to workers will actually help to attain this (Kallio et al. 2015). Fourthly, the leaders and mentors should allow the individuals to fail as it is an important learning process. As penalizing injects fear, it may affect their wishes to come up with creative ideas. Therefore proper handling of the situation is important and f or that a proper leadership style is essential. At the individual level, individuals should develop their creative ability to observe and use their senses. They should expand their knowledge continuously as innovation and creativity can take place when one is highly knowledgeable. Moreover, perceptions should not be made as perceptions limit creativity and inhibits innovation (Canniles et al. 2014). Moreover an individual should also be open to all kinds of experiences. Better the exposure to different situations; it results in more exposure to subconscious minds. This helps in broadening our creative skills. All these would ensure proper development of organizational creativity. References: Auernhammer, J. and Hall, H., 2014. Organizational culture in knowledge creation, creativity and innovation: Towards the Freiraum model.Journal of Information Science,40(2), pp.154-166. Canils, M.C. and Rietzschel, E.F., 2015. Organizing creativity: Creativity and innovation under constraints.Creativity and Innovation Management,24(2), pp.184-196. Canils, M.C., De Stobbeleir, K. and De Clippeleer, I., 2014. 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