Culture and Organization

The Role of Organizational Culture in Stimulating Creativity and Innovation

The biggest difficulty with the idea of establishing and promoting creativity in the business is coming up with ways and models of building culture (Dobni, 2008). Organizational culture refers to the values, beliefs, and traditional history that reflect an organization’s foundation. In most circumstances, an organization’s culture undergoes incremental changes that are deeply rooted within the organizational context and have a lengthy history of achieving the intended goal in an organization (De Jong and Den Hartog, 2007).

The Importance of Organizational Culture in Achieving Success

Several measurements and criteria are used to assess organizational culture. It reflects off the things that people value in a workplace, the relationship between one people to the other in an organization as well the processes and methods that put in place to enable them to share ideas that intend to improve the productivity of the organization (Ford and Gioia, 2015). A positive organization culture is, therefore, essential to an organization to achieve success as it offers a conducive environment for the members to practice their ideas of innovation and creativity, hence improving the success of the organization. Furthermore, a positive organizational culture also intends to provide personal work satisfaction, physical wellbeing as well as supporting emotional wellbeing of the employees in an organization.

The Need for Creativity and Innovation in Knowledge-based Establishments

Therefore, in the world today most of the post-industrial governments are knowledge-based establishments. The achievement of such organizations highly depends on imagination, invention, and detection. An effective reaction to the high factor leads to both individual changes and the behavior as well as innovative changes that stimulate the existence of the organization (Gumusluoglu and Ilsev, 2009). The rate of knowledge invention, idea generation and global diffusion in most of the organizations is accelerating rapidly. However, the changes are well associated with creativity and innovation to stir up the changes required for survival of the company. In so doing, therefore, the organizational management need to stir up institutional frameworks that accept creativity and innovation as basic (Naranjo-Valencia et al. 2011). Structural ethos, therefore, has a strong influence towards the degree of change in the model of stimulating creativity and innovation.

Organizational Issues in Stimulating Creativity and Innovation

Organizational issues in the context

The context presents several measures to illustrate and indicate the loopholes found in some of the organizations based on the idea of stimulating creativity and innovation using organizational culture (Martin and Terblanche, 2013). Most of the organizations have the right steps of stimulating and enhancing creativity as well as innovation in for the wellbeing of the organization. However, some factors hinder creativity and innovation in some way. The organizational culture that is currently used as well as creativity and innovation have the capacity of leading into a conflict in the future. With the conflict in an organization, it is clear that the organization’s productivity will decrease beyond the targeted value (Martin and Terblanche, 2013). Furthermore, most organizations as well lack a clear guidance on identifying the determinants that well represents organizational culture in an organization. With proper, understand of the determinants, the organizations will have the capacity to work and establish their organization in a method that they will attain the best result about creativity and innovation by use of organizational cultures.

Application of Research Skills to Examine and Analyze Organizational Culture

Application of research skills to examine and analyze the literature appropriate to the identified issues

According to various related article reviews, it is clear that executive culture shows a major character in promoting the success of society. The success achievement occurs by ensuring that an appropriate culture develops in an organization, which well matches with the managers and employees values, behavior and attitude. According to Schein (2010), Administrative philosophy refers to a design of initial expectations conceived and industrialized by a collection of people, as they tend to learn the processes of coping up with its difficulties about exterior variation and interior integrations. He also illustrates that culture is also the structural control systems that help in the generation of behavioral standards. On the other hand, according to West (2012), innovation refers to something new that brings about changes that are intentionally applied to the roles of an individual or organization to significantly benefit the individuals, the organization as well as the wider society. Finally, based on Ford (2015), creativity refers to a context-specific evaluation that varies from one organization to the other about the innovative minds available. However, creativity is subject to changes, in so doing, the assessment of creativity implementation at the level of individuals and organizations.

Determinants of Organizational Culture

Conferring to Martin and Terblanche (2013), organizational philosophy appears to be a serious influence in the achievement of any association. Most of the fruitful administrations have the volume to engross invention into the philosophy of an organization about the management processes. Moreover, they illustrate that the original foundations of ethos tend to encourage originality and revolution in two distinct conducts and processes. The first way is done through socialization developments adopted in an organization that helps individuals to learn the type of performance that is satisfactory and the functionality of doings in the same organization (Zairi, 2008). Socialization processes relate to sharing of norms in which individuals will make assumptions concerning the existence of creative and innovative behavior. Secondly, it also occurs through the enacting process, in which the already established values and beliefs are sanctioned in the established forms of behavior.

An Integrated Interactive Model for Organizational Culture

Moreover, Martin and Terblanche (2013) also described an integrated interactive model, which helps in the synthesis of the cultures, and norms that assist in the improvement of creativity as well as innovation. The model can show dimensions that describe organizational culture. The culture helps in influencing the grade of originality and novelty that takes place in society. Moreover, the classical assists in the process of identifying the determinants of organizational cultures that lead into actions of innovation and creativity in a firm. According to Martin and Terblanche (2013), the five determinants of organizational cultures are widely divided into five different subsections. The first determinant is the strategy. It offers the beginning of creativity and innovation exists in a collective dream and assignment for future cases. The staffs need to comprehend the vision and mission as well as the existing gaps that exist amid the present state and the vision and mission that need adaptation to end up with efficient and innovative organizations (Sawyer, 2010).

The Role of Structure and Support Mechanisms in Organizational Culture

Secondly, the organization and the supportive team’s needs to have and understand the structure that well influences a higher degree of originality and invention in most governments (Pettigrew, 2009). Unshakable exertion structures permit for assortment and discrete attitudes, which assist in complicating one another, and intend in improving the creativity and innovation measures. Furthermore, to achieve the required level of creativity and innovation the members need to develop the act of trust towards one another about perspectives and styles of functioning and solving difference between them.

Behaviors that Encourage Innovation

Thirdly, support mechanisms help in determining organization culture in the industry. Provision devices should be contemporary in the ethos of a group to enable them to make a setting that assists in promoting originality as well as a novelty (Paulus and Nijstad, 2013). Other support mechanisms that well helps in the realization of organizational culture include employee reward and recognition as well as the availability of resources about the period, evidence skill and availability of imaginative persons in the organization.

Communication Strategies for Organizational Culture

Fourth, organizational culture realization occurs through behavior that encourages innovation. The behaviors are in the form of value and norms that encourage innovation. However, the values and standards manifest themselves in an organization and individual in different ways (Mumford, 2010). Some of the behaviors that promote organizational culture and hence innovation and creativity include the manner and processes of handling mistakes that occur in an organization. The level of encouragement that well encourages the generation of new ideas about continuous learning to improve the conditions. It also includes constructive ways of handling conflicts as well as proper methods of risk taking.

The Role of Communication in Organizational Culture

Finally, the communication strategies adopted by an organization also facilitate the process of dealing with and encouraging as well as realizing organizational cultures. A good structure corporate culture encourages open and transparent communications between different levels of an organization (Hofstede et al. 2010). Consequently, trust and proper communication skills have positive influences on promoting creativity as well as innovation. An open door communication strategy gains new perspectives necessary in the creation of culture supportive of inspiration and invention measures in most administrations (Kobayashi et al. 2012).

The Implication of Organizational Culture in Stimulating Creativity and Innovation

Conferring to Morris (2014), he proposed a system of views of creativity with its applicability in an organizational context. According to his ideas, he trusts that it is impossible to detach originality from its communal and ancient settings. The models that he came up with describe three interacting as well as interdependent components. Furthermore, Robinson and Stern (2007), also support the idea of originality and revolution nobody can forecast who will be involved in the process of increasing the innovation and creativity. Moreover, they as well describe and illustrate six actions which are likely to upsurge the likelihood of creativity happening. For an organization to achieve the desired level of creativity, the actions that lead to creativity should align with the organizational goals. Additionally, the workers need to adopt and be in a capacity to identify the problems that they are interested in solving (DiLiello and Houghton, 2006). If an organization finds the best ways and manner of supporting the behaviors with the best practices, there are higher chances that the degree of creativity will eventually be enhanced. In most cases, the actions impact positively towards the people’s motivation to improve the rate of creativity and adopting the creative minds in an organization. Amabile (2008), has comprehensive research on the impact of motivation on creativity. Both the extrinsic and intrinsic are essential in improving the capacity of innovation and creativity (Dobni, 2008). However, the managers should be sure to adopt well and elegant leadership styles that effectively adopt the features.

Enhancing Creativity and Innovation through Organizational Culture

Therefore, it is evident from the literature review that most employees tend to be more creative with the better adoption of organizational structures and systems (Barsh et al. 2008). Moreover, satisfaction and motivated. Workgroups also have an active way of stimulating originality and revolution since in the group’s people will encourage and motivate themselves. The organizational atmosphere and the environment have the capacity of increasing and decreasing the level of originality and invention in most sectors of the organization. The atmosphere needs to enhance collaboration to allow members to share ideas (Basadur, 2014). The management should improve the rewards systems to the creative and innovative skills in the organization; it is efficient and valuable in encouraging further innovative and creative ideas.

Implications of the Analysis

The analysis based on organizational culture about stimulating creativity and innovation presented several implications. It includes a limited resource for most of the organization to adopt the innovation ideas as well as reward the innovative minds to motivate their innovative skills (Al’tshuller et al. 2009). Moreover, the leadership styles in most of the organization do not adhere to the best practices of organizational cultures. The workers are not carried with the last respect that could encourage them. The organization culture about communication is misused in most cases, as most managers do not accord the best communication practices (Amabile, 2008). Some of the people, however, have the talent of innovation and creativity but lack the platform of express their ideas to improve the creativity and innovation nation. Limited resources reduce the level at which the information technology required for innovation are implemented in the given organizational society.

Recommendations

To improve the rate at which organizational cultures will achieve the better status of creativity and innovation, it is important for the managers to adopt better and most valuable leadership styles that will encourage the innovative people to come up with new ideas. Secondly, there is a need to improve the reward and recognition systems towards individuals who are working hard to improve the innovative capacity of the industry. Thirdly, the organization should ensure that the organizational culture about communication is done presentable and mistakes corrected in a very satisfactory manner. Fourth, the employees need to inculcate the virtue of interpersonal relationships that will help in enhancing the internal communication strategies. Finally, the organization management needs to come up with strategies of training to encourage the generation of new ideas and educate people or the workers of how best they can improve their creativity skills.

Conclusion

The literature review of the research finds out the most common patterns of themes and the factors that improve the degree and level of organizational creativity. The dimensions that lead to an improved state of corporate culture are highly overlapping to help achieve the required results. Organizational culture on its own cannot achieve or improve the complex social, political, and the technical systems of realistic originality and innovation among the workers. However, most of the employees are encouraged to be creative for the wellbeing of the organization. The research also found out that the leadership styles applied in most of the organizational setups also play a fundamental role in dealing with organization creativity and innovation. The systems of creativity encouraged and rewarded lead to excellent provision of the best skills and knowledge, improve the developmental status of most of the nation. Additionally, creativity is facilitated with the individuals are offered increased discretion and the proper way of organizing the work. When self-efficacy is very robust, and the information is high enough, the government will achieve proper measures of organizational cultures.

References

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