[PDF] An Examination Of The Interaction Between Intrinsic Motivation And The Fostering Of Creativity In Adults Within A High Technology Organization eBook

Author : Judy Laws
Publisher :
Page : 302 pages
File Size : 15,25 MB
Release : 1995
Category : Creative ability
ISBN :

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Organizations that utilize the knowledge and creativity of their professionals will have the greatest success in gaining competitive advantage, profits, and leadership in the global marketplace. The purpose of this investigation was to explore the role of creativity in performance, specifically, the interaction between intrinsic motivation and the fostering of creativity in adults within a high technology organization. A sample of sixty experienced Research and Development (R&D) designers from Bell Northern Research (BNR) were evenly divided into two categories: high performing and solid performing designers. A two stage research design employed quantitative and qualitative methods to conduct the study. The results indicated while the designers at BNR scored high on creativity there was no significant difference between high and solid performers on the level of intrinsic motivation and creativity. Instead other factors like taking initiative, the need for interesting and challenging work, hands-off management, and recognition and encouragement, differentiated high performers from solid performers. Conditions highlighted by R&D designers as being necessary to facilitate intrinsic motivation, therefore creativity, were: freedom and control versus constraint; challenge and interest in the work versus the lack of challenge or keeping things the same; various organizational characteristics such as collaboration and cooperation versus the organizational characteristics of lack of support from others; good versus poor management or supervision; pressure versus insufficient time; and recognition and encouragement versus inappropriate or no evaluation. Several recommendations for Human Resources professionals and organizations who want to improve employee satisfaction, productivity and their competitiveness in the global marketplace, are provided.

Author : Zackary PJ Stewart
Publisher : Zackary Stewart
Page : 33 pages
File Size : 11,20 MB
Release :
Category : Business & Economics
ISBN :

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Experimenting and prototyping new products and services requires creativity. Organizations must then acquire creative people. Psychologists have attributed the personality traits of conscientiousness and openness to creativity. Observed characteristics of Individuals who are high in the conscientiousness trait include the following: goal oriented, ambitious, careful, observant of people around them, organized, empathetic, and non-impulsive. Observed characteristics of Individuals who are high in openness include the following: adventurous, imaginative, artistic, and curious. How do organizations find creative people? Better yet, how do organizations formally organize and manage creative people? Do organizations prefer to integrate these type of people into broader departments, or does it make sense to have an explicit prototype and experimentation department? Should creative people be tasked to a team or work individually. If they are tasked to a team, how large should the team be? Do larger teams lead to more innovation and faster production of new products and services, or do large teams hinder the potential progress that a fewer participants could achieve? What, if any, routinization methods can be employed to increase the efficiency or quantity of prototype production? What training techniques can be employed to participants within the organizations to help them become more creative?

Author : Alexander S. McKay
Publisher : Academic Press
Page : 276 pages
File Size : 16,21 MB
Release : 2020-09-10
Category : Psychology
ISBN : 012820382X

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Today's workers spend upwards of 80% of their time collaborating and teams have become the fundamental unit within organizations. Creative Success in Teams summarizes for practitioners and researchers what drives team creativity. Utilizing research from psychology, organizational behavior/management, business, and education, the book discusses how best to start, manage, and foster creativity in team environments, how to encourage participation and collaboration, what makes for the most creative team, and how best to lead and evaluate creative teams. Summarizes creativity research from psychology, education, and business Identifies how best to form a team for creative output Discusses how to foster team participation and collaboration Includes multicultural, interdisciplinary, and diverse teams

Author : Paul Joseph Eder
Publisher : ProQuest
Page : pages
File Size : 19,52 MB
Release : 2007
Category : Creative ability
ISBN : 9780549182047

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One employee creativity model, the componential model, has emphasized the importance of three major personal attributes: intrinsic motivation, domain-relevant skills, and creativity-relevant processes (Amabile, 1988). Another model, the interactionist model, has emphasized the importance of environmental, personal, and contextual variables working in tandem to influence creativity (Woodman et al., 1993). The current study is the first to integrate the major tenets of both of these employee creativity models. In a series of hypotheses, I predicted that elements of the work environment (organizational and supervisory encouragement, coworker support, job-required creativity, autonomy, training and resource availability, and job demands) interacted with employees' personal attributes to influence creativity, and that these relationships would be mediated by intrinsic motivation and domain-relevant skills. The current study was performed by collecting survey data from employees and their supervisors. Three separate organizational samples were combined into one larger sample. In order to control for potential group effects, I used hierarchical linear modeling (HLM) to analyze my data (Raudenbush & Bryk, 2002). Results of the current study do not support the integration of the two models of creativity. None of the personal components had a main effect on creativity. Therefore, hypotheses pertaining to mediation by intrinsic motivation and domain-relevant skills were not tested. There was, however an interaction observed between intrinsic motivation and domain-relevant skills. Intrinsic motivation only had a positive relation with creativity when domain-relevant skills were high. Regarding the predictions for work environment effects on creativity, two significant effects were found. However, none of the predicted person-by-situation interactions were observed. The presence of high levels of job demands was marginally negatively related to creativity. There was also an interaction between job-required creativity and creativity-relevant processes. Contrary to prediction, the shape of the results suggested that job-required creativity was most related to creativity among those low in creativity-relevant processes. A major contribution of the present study was the use of HLM methodology for testing hypotheses involving supervisor ratings of creativity. The study's analyses show that supervisor creativity ratings do vary as a function of the group whose members are being rated.

Author : Roni Reiter-Palmon
Publisher : Elsevier
Page : 448 pages
File Size : 42,95 MB
Release : 2023-06-22
Category : Psychology
ISBN : 0323984827

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Handbook of Organizational Creativity: Leadership, Interventions, and Macro Level Issues, Second Edition covers creativity from many perspectives in two unique volumes, including artificial Intelligence work, creativity within specific applied domains (e.g., engineering, science, therapy), and coverage of leadership. The book includes individual, team and organizational level factors and includes organizational interventions to facilitate creativity (such as training). Chapters focus on creative abilities and creative problem-solving processes, along with individual differences such as motivation, affect and personality. New chapters include the neuroscience of creativity, creativity and meaning, morality/ethicality and creativity, and creative self-beliefs. Sections on group level phenomena examine team cognition, team social processes, team diversity, social networks, and multi-team systems and creativity. Final coverages includes different types and approaches to leadership, such as transformational leadership, ambidextrous leadership leader-follower relations, and more. Focuses on the key need to increase creativity and innovation in organizations Identifies factors influencing organizational creativity in specific subject domains Discusses effects of rewards, training, and performance management on creativity Contains new coverage of virtual teams, creative meetings, and multiteam systems Presents interventions to improve organizational creativity Explores use of AI, technology, and design thinking for organizational creativity This expanded second edition is divided into two volumes. For further information on Individual and Group Level Influences visit https://shop.elsevier.com/books/handbook-of-organizational-creativity/reiter-palmon/978-0-323-91840-4

Author : Roni Reiter-Palmon
Publisher : Academic Press
Page : 424 pages
File Size : 13,48 MB
Release : 2018-08-07
Category : Psychology
ISBN : 0128132396

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Rapid technological change, global competition, and economic uncertainty have all contributed to organizations seeking to improve creativity and innovation. Researchers and businesses want to know what factors facilitate or inhibit creativity in a variety of organizational settings. Individual Creativity in the Workplace identifies those factors, including what motivational and cognitive factors influence individual creativity, as well as the contextual factors that impact creativity such as teams and leadership.The book takes research findings out of the lab and provides examples of these findings put to use in real world organizations. Identifies factors facilitating or inhibiting creativity in organizational settings Summarizes research on creativity, cognition, and motivation Provides real world examples of these factors operating in organizations today Highlights creative thought processes and how to encourage them Outlines management styles and leadership to encourage creativity Explores how to encourage individual creativity in team contexts

Author : A. J. Cropley
Publisher : Hampton Press (NJ)
Page : 320 pages
File Size : 28,82 MB
Release : 2009
Category : Business & Economics
ISBN :

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Innovation is universally recognized as key components of first world economies that is vital for continued prosperity. This book presents a highly differentiated model which is capable of serving as a practical foundation for diagnosing, analyzing, optimizing and fostering creativity and innovation in a variety of organizational settings.

Author : Roni Reiter-Palmon
Publisher : Springer Nature
Page : 255 pages
File Size : 45,63 MB
Release : 2021-01-04
Category : Psychology
ISBN : 3030613119

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This book brings together leading scholars in the field of creativity to provide an overview and examination of the work of Teresa Amabile, a pioneer of research on organizational creativity. The authors explore Dr. Amabile’s contributions to the modern study of creativity in organizations and her influence on current research. Further, they also reflect on how her work might be used to advance future research, particularly in the areas of componential theory and its extension as well as the consensual assessment technique. The contributors include both eminent and emerging scholars and their diverse backgrounds can be seen to reflect the breadth of the impact of Teresa Amabile’s work across the areas of the social psychology of creativity, creativity measurement, and application of this knowledge to understanding creativity and innovation in the workplace. This book will provide an invaluable resource to students and scholars of social psychology, creativity studies, industrial and organizational psychology, business and management.

Author : Michael D. Mumford
Publisher : Routledge
Page : 545 pages
File Size : 13,85 MB
Release : 2019-11-04
Category : Psychology
ISBN : 1351755544

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This volume presents a distinctly multilevel perspective on creativity and innovation that considers individual-level, team-level, and firm-level factors. In illustrating these factors, this volume presents both theoretical and practical implications to guide researchers and practitioners alike in the continued study and advancement of creativity and innovation in organizations. Chapter authors not only discuss the abilities, personality, and motivational attributes that contribute to employee creativity, but they also address the impact of leadership and climate on creative performance in teams. Subsequently, firm-level influences such as planning, learning, strategy, and professions that influence the success of creative and innovative efforts are examined. With contributions from leading scholars around the globe, this book offers a comprehensive review of creativity and innovation to assist researchers and practitioners in their quests to understand and improve organizational creativity and innovation. This is an essential resource for scholars, researchers, or graduate students interested in creativity, innovation, and organizational behavior.

Author : Vincent-Lancrin Stéphan
Publisher : OECD Publishing
Page : 360 pages
File Size : 14,47 MB
Release : 2019-10-24
Category :
ISBN : 926468400X

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Creativity and critical thinking are key skills for complex, globalised and increasingly digitalised economies and societies. While teachers and education policy makers consider creativity and critical thinking as important learning goals, it is still unclear to many what it means to develop these skills in a school setting. To make it more visible and tangible to practitioners, the OECD worked with networks of schools and teachers in 11 countries to develop and trial a set of pedagogical resources that exemplify what it means to teach, learn and make progress in creativity and critical thinking in primary and secondary education.