Creative Deviance
Creative deviance in the organizational chart
Definition of creative deviance in hierarchical organizations:
Creative deviance occurs when individuals with new ideas disobey orders to suspend elaboration and choose to continue working. As idea generators run up against management’s old mental models, continue to pursue the creative idea becomes an act of deviance. Without such deviance, creativity has a difficult time surviving in the organization. While creative deviance is not ideal, such deviance does help innovation.
Justification of creative deviance:
New generated ideas may be faced by indifference or rejection by managers who may not understand the new idea due to their lack of specialized knowledge. new ideas are seen as Threats rather than Opportunities for development
Lake of confidence in the individual abilities. Depending only on one person in creativity and new ideas
List of alternatives:
Alternative #1
One way to spread innovation and unleash creativity among employees is to “legalize” the creative deviance by implementing “A 10% innovation program or policy” within the organization.
Alternative #2
Innovation Teams!!!
Promoting creativity in the organization could be encouraged by setting up innovation teams.
Alternative #3
Reward Creativity!!!
I think if the organization has a positive tendency towards encouraging motivating their employees to think out-of-the-box (be creative and innovative), it need to motivate them with some form of rewards
Evaluation of alternatives:
Alternative#1
A 10% innovation program or policy is to devote 10 % of the employee’s time for creating and sharing creative ideas with each other’s. This policy could be implemented by the organization in order to encourage their employees to propose creative ideas, this attempt give employees the time and space to think innovatively.
Google is one of the first organizations which implemented this policy where Google developers get to spend 10 percent of their working hours
Definition of creative deviance in hierarchical organizations:
Creative deviance occurs when individuals with new ideas disobey orders to suspend elaboration and choose to continue working. As idea generators run up against management’s old mental models, continue to pursue the creative idea becomes an act of deviance. Without such deviance, creativity has a difficult time surviving in the organization. While creative deviance is not ideal, such deviance does help innovation.
Justification of creative deviance:
New generated ideas may be faced by indifference or rejection by managers who may not understand the new idea due to their lack of specialized knowledge. new ideas are seen as Threats rather than Opportunities for development
Lake of confidence in the individual abilities. Depending only on one person in creativity and new ideas
List of alternatives:
Alternative #1
One way to spread innovation and unleash creativity among employees is to “legalize” the creative deviance by implementing “A 10% innovation program or policy” within the organization.
Alternative #2
Innovation Teams!!!
Promoting creativity in the organization could be encouraged by setting up innovation teams.
Alternative #3
Reward Creativity!!!
I think if the organization has a positive tendency towards encouraging motivating their employees to think out-of-the-box (be creative and innovative), it need to motivate them with some form of rewards
Evaluation of alternatives:
Alternative#1
A 10% innovation program or policy is to devote 10 % of the employee’s time for creating and sharing creative ideas with each other’s. This policy could be implemented by the organization in order to encourage their employees to propose creative ideas, this attempt give employees the time and space to think innovatively.
Google is one of the first organizations which implemented this policy where Google developers get to spend 10 percent of their working hours