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Organizational Creativity
There are three trends in organizational creativity literature: personal traits, organizational creativity and a combination of the two (Powell, 2008). Some scholars classify organizational creativity into two different technical and management aspects (Chang and Chiang, 2008). Organizational creativity involves the development of a product/service, idea, valuable process or method becomes facilitated by individuals through teamwork in a complex social system (Amabile, 1996).
Chang and Chiang (2008) found that the effective factors in organizational creativity include: organizational culture, team climate, Leadership, motive of work, organizational structure, evaluation system, objectives and processes. In a research (Andriopoulos, 2001) examined five organizational factors that improve creativity on the individual as well as the group levels which include organization climate, leadership style, resources and skills, structure and systems. The most important factors for enhancing creativity are listed in (table-3):
Organizational climate:
• Organizational climate is the dominant atmosphere in an organization (Morgan, 1991).
• The working environment for creativity and innovation requires cooperation, performance standards and freedom of speech (Bower, 1965).
• Andriopoulos (2001) argues that creativity is viable only if the following steps are taken: low level of barriers, high number of drivers, freedom for experimenting, and developing and enhancing the primary ideas.
Leadership:
• Leadership is another important factor affecting organizational creativity. In his study, Andripoulos (2001) argues that leadership has three sub-components: leadership style, leadership visions and developing effective gro...

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... (Andriopoulos, 2001).
• He point to the fact that the thinking style of some individuals is influenced by the structure and incentive themes of their environments. As shown in previous studies, there are two types of incentives in the creativity fields: internal and external with the latter being more crucial for improving creativity (Amabile, 1979; 1998; 1990; Amabile and Gryskiewicz, 1987).
• However, some scholars believe that external incentives such as rewards and recognition for creative ideas as well as getting constant constructive feedback could help achieving creativity in organizations (Wong, 2005).
After investigating the concepts of knowledge management, organizational learning, organizational creativity and factors affecting them separately, we move on to examine the mutual or multi-aspect effect of knowledge management on each of the above factors.
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