In many organizations, creativity among the employees has been an agenda for a long time. There is need for the employers to be creative in the functions and outside the job situation. The rise in the state of technology is a major reason why employees should be creative. There is a reason for them to run with the prevailing technology. This is to the advantage of the company as well as to their benefit. Sometimes we task creativity and innovativeness as issues one was born with. It is true to some extent that the IQ contributes to how one thinks. However, there are other several factors especially in the work place, which contribute to creativity (Andriopoulos, Constantine, and Patrick 258).
One of the main factors, which influence the rate of innovativeness among the employees, is the reward as a result of the creativity. As much as creativeness is inbuilt, it is tiresome and requires the motivation is the initiation. In companies, recognizing creativeness among the employees and rewarding it either with gifts is a call for more employees to be creative (Andriopoulos, Constantine, and Patrick 258). The gifts may be tangible in terms of monetary of intangible such as promotions and recognition
The second factor, which may influence the rate of creativeness among the employees, is anonymity and confidentiality. Most of the employees who are capable of innovating new things are the junior staff. The junior staff may in some instances fear to shout their new findings to the senior staff with the fear of intimidation. However, this can be corrected by use of confidential ways. This includes use of the suggestion box to express some innovations they found out. This promotes anonymity and in the same time is confidential.
Two heads are better than one. That is the reason why in most cases difficult cases are carried out in groups. Creativity is a difficult case too. This is because it involves coming up with what is not there. To enhance creativity the employees to among the employees, it is important to create groups with the purpose of creativeness (Andriopoulos, Constantine, and Patrick 258). Each group is assigned a certain sector in the firm, which it looks into. The group with the best outcome is rewarded while other innovations are acknowledged and applied to encourage the groups for more.
Employees or any organization has to be set in by the rules and the regulations governing their contract. They are employed for a certain task and should stick to it. On the other hand, creativity is about thinking out of the box and in many cases failing before you achieve the best. Employees may fear taking risks and thinking out of the box due to the repercussions from the management. For this reason, the management in order to encourage creative thing should change their attitude on the mistakes and deliberations made by the employees while trying out something new (Andriopoulos, Constantine, and Patrick 258).
Diversity is a key to success in most of the organizational activities. The case is not different in creative thinking. Having employees with different knowledge background intermingle and share ideas may result into creative thinking. Recruiting employees that are more diverse as well as giving the more casual hours to intermingle and exchange ideas may put this in place.
Creativity is inbuilt. However, the conditions of the person determine how creative he or she is. For employees to be creative, they need a positive working environment (Andriopoulos, Constantine, and Patrick 258). One which is fun working with thus thinking beyond the box and having much flexibility.
Creative thinking should be promoted in the working place to keep the firm up to date with the technology and the new culture. The above-mentioned ways are some of the best to promote creativity in an organization.
Work cited
Andriopoulos, Constantine, and Patrick Dawson. Managing Change, Creativity and Innovation. Los Angeles: SAGE, 2009. Print.pg 258
