Recommendations for MBAs Creativity Management

These include designing and organizing the systems to improve communication for its employees. This will encourage incorporation of the feedback of those undertaking the project to make appropriate corrections. Another intervention would be the organization and design of the company's systems to promote divergent thinking of employees. For instance, training in CPS can help workers to generate solutions to problems during project articulation. Table of Contents Executive summary 4 Introduction 6 Analysis 6 Conclusion 11 Recommendations 11 Bibliography 13 Introduction Many organizations encounter barriers to creativity, innovation, and ideas. Management often analyses issues out of context and without referring to the insight of the relevant project team members and this results in an unproductive meeting and a myriad of unaccomplished project tasks. The company is in need of a framework that provides a transparent process that clearly defines the parameters of undertaking the project.

This report attempts to provide a guideline that MBA can adapt to manage the creative competencies of its employees to streamline its project articulation procedures and provide a transparent process that has clearly defined parameters. Analysis In the current world’s business model, innovation offers companies numerous advantages and opportunities. Change is definable as the result of a series of activities that require the employment of knowledge in creating newer value to the people profiting from using it (Parjanen, 2012, p. A cultural track is an alternative creativity management approach. Advocates of the theory have the belief that organizational culture currently impacts on the level of creativity. For this reason, it is common to encounter managers who work hard to ensuring their organizations promote an atmosphere that encourages creativity.

Despite the evidence proclaiming the effectiveness of these single approaches in enhancing organizational creativity, in reality, creativity management demands tremendous effort. Individual strategies are not reliable for solving complex problems, and instead, require multiple approaches that leverage at different branches of the organization for achieving longer-term elucidations. Whenever these rules, regulations, and methods are applied as ends by themselves, workers often unbendingly apply them to all circumstances, even in situations bearing little appropriateness thereby leading to a false assumption. Improperly designed reward systems can also stifle creativity. Different companies have installed unique programs for fostering creativity. Unocal's Science & Technology Division, for example, has organized the Creativity Week that is a platform for exchanging ideas amongst employees concerning their individual projects and discussing issues affecting their various divisions, while honoring the exceptional creative inventions of the participants seeing the project through.

The other division of barriers is under management. The management of an organization ought to discern the human side from the others components of the corporation for them to trigger creativity. Corporations like IDEO and Microsoft perceive creativity as a product of hiring of the right people. Microsoft `looks for a certain level of intelligence' and technical ability in the hiring of employees (p. IDEO desires individuals that are exhibiting `high levels of intellectual curiosity, people who are always interested in doing something new' (Tan, 1998, p. People-associated barriers to creativity take account of conflicts, incompetence, and the resistance to change. For instance, management has the ability to influence the subsystems of culture through an overhaul of the team-building, selection, leadership training and jobs and reward systems (Prather, 2010, p.

This involves a five-step approach that includes identification of the norms of the organization in place, the definition of desired patterns, assessing the existing gaps between the definite and preferred level of norms, minimizing the existing cultural gap and enduring the effort change in culture. Another intervention is organization and design. Those interventions under this category are pointed towards the technostructural systems. These may include activities like installing systems that improve communication, designing of autonomous jobs, aligning the rewards and appraisal systems to incorporate recognition of creativity, organizing programs that stimulate innovation and investing in technology. Self-esteem is deemed as a forerunner of an individual’s creativity. The employees with positive self-esteem are more willing to experiment and take risks. However, employees having low self-esteem cannot attempt to cause ripples and instead favor complying with the set procedures and regulations.

Competencies support, and foundations are conjointly essential components for producing creative results. At the level of the individual, creativity outcomes are revealed in terms of innovations generated through divergent thinking. This report aimed to provide a framework for improving individual creative thinking among its employees if at all the company is to retain a front row ranking above its competitors. The report has established some relevant models for managing creativity at MBA's disposal such as the dispositional theory that roots a rigid selection procedure for recruitment, and the process framework that advocates for formal training for enhancing creativity. The process of managing creativity can be hindered by a variety of barriers that can be categorized into technostructural, management and people subsystems.

These barriers are brought about by either extreme organizational cultures that create a particular mindset in the employees or the employees' cultural beliefs, values and assumptions. The technostructural barriers apply when the rules, regulations, and procedures are implemented as ends by themselves. MBA can orchestrate clearly designed training and development procedures that foster divergent thinking such as CPS techniques. Investing in a writing program can help employees come up with creative problem-solving ideas. This could help decrease the time drip that the company is experiencing in accomplishing projects for their clients. BibliographyTop of Form Caroselli, M.  The critical thinking tool kit: spark your team's creativity with 35 problem solving activities. Chichester: Wiley Top of Form Wheeler, J.  The power of innovative thinking: let new ideas lead you to success.