How organizational culture relates to innovation and creativity
How Organizational Culture Can Support Creativity and Innovation
When we think of the terms innovation and creativity we automatically think of the Individual. We often ask ourselves, what can the individual bring into an organization? What type of creativity does the individual have that can support the organization and how would it help the organization grow? As we ask ourselves these questions we are often overlooking the important aspects that correlate to an individual’s capability of creativity and innovation. It is important to understand the context in which the individual functions (Mclean, 2005, pg.227). One vital aspect is the organizational culture. Organizational culture is defined as the shared values, beliefs and traditions that exist among individuals in an organization. When we refer to the culture in an organization we should consider if everyone in the organization have shared values and beliefs that contribute towards the organization. If so, what is the organization doing to influence these work ethics. It is important that individuals maintain a healthy organizational culture because it is an observable powerful point in the organization, which has a potent effect on the company’s well being and its success. Now that we have analyzed the importance of organizational culture, lets examine in how it can be done. Creativity and Innovation comes into the organization in a form of a cycle in most cases. These two aspects are influenced by the organizational culture, while the organizational culture is mostly influenced by the organization itself and the experience the workers bring with them from previous employers (Qwabe, 2013, P. 3). The organization influences from the very beginning of the hiring process. From the selection process the company chooses a certain amount of individuals in which they feel have qualities that can bring a positive outlook to the company. These qualities may include; dynamic personalities, strong values
When we think of the terms innovation and creativity we automatically think of the Individual. We often ask ourselves, what can the individual bring into an organization? What type of creativity does the individual have that can support the organization and how would it help the organization grow? As we ask ourselves these questions we are often overlooking the important aspects that correlate to an individual’s capability of creativity and innovation. It is important to understand the context in which the individual functions (Mclean, 2005, pg.227). One vital aspect is the organizational culture. Organizational culture is defined as the shared values, beliefs and traditions that exist among individuals in an organization. When we refer to the culture in an organization we should consider if everyone in the organization have shared values and beliefs that contribute towards the organization. If so, what is the organization doing to influence these work ethics. It is important that individuals maintain a healthy organizational culture because it is an observable powerful point in the organization, which has a potent effect on the company’s well being and its success. Now that we have analyzed the importance of organizational culture, lets examine in how it can be done. Creativity and Innovation comes into the organization in a form of a cycle in most cases. These two aspects are influenced by the organizational culture, while the organizational culture is mostly influenced by the organization itself and the experience the workers bring with them from previous employers (Qwabe, 2013, P. 3). The organization influences from the very beginning of the hiring process. From the selection process the company chooses a certain amount of individuals in which they feel have qualities that can bring a positive outlook to the company. These qualities may include; dynamic personalities, strong values
References: Qwabe, N.P (“2013). University of Fort Hare Faculty of Management & Commerce Department of Industrial Psychology. (ONINE) Available at:http://www.academia.edu/1964153/Organisational_Culture_Innovation_and_creativty. (Last Accessed 11.Nov.2013). McLean, L.D. (2005). Organizational Culture’s Influence on Creativity and innovation: A Review of the Literature and Implications for Human Resource Development. Advances in Developing Human Resources, 7(2), 226-246. Sarrows, J.C., Cooper, B.K., Santora, J.C., (2008). Building a Climate for Innovation Through Transformational Leadership and Organizational Culture. Journal of Leadership and Organizational Studies. 15 (2), pp.145-148