The importance of creativity and innovation in UFC
Discuss about the Organizational Creativity & Innovation In Workplace.
The following report will focus on the organizational creativity and innovation in the workplaces. The chosen organization for this paper is the United Finance Company Saog in Oman. The creative leadership will be a major factor to be discussed in this paper. The human resource management plays a very important part in the designing of the proper innovation in the organizational context (Patel, Messersmith and Lepak 2013). The HR department always promotes the creativity and innovation into the organization (Yidong and Xinxin 2013). There are lots of challenges that can be found regarding the UFC in Oman and these challenges must be overcome as well. This will lead to the betterment of the organizations. The contemporary theories related to creativity and innovation should be discussed here as well. The creative aspect is quite different from the productivity of the organization. This might be taken as very important criteria for the organizational development. The aspects of creativity and innovation should be encouraged within UFC. The leaders should always motivate the employees in the proper manner.
Aim: To discover the importance of creativity and innovation in the business operations of UFC
- To outline the areas in which UFC can gain the competitive advantage by practicing creativity
- To focus on the aspects of different types of innovation into UFC opertaions
Creativity is considered to be a very important aspect for the proper growth of the organization. Similarly, UFC will be focusing on the organizational benefits based on the creativity of the organization (Ufcoman.com 2018). They must adopt some innovative strategies that should cater to the improvement of the working environment (Dawson and Andriopoulos 2014).
The different challenges in the leadership programs are the disruptions in the organizations. If the managers of UFC begin to de-motivate the employees by throwing racial comments towards them, this would surely pose a negative impression on the minds of the employees. This can be used as the example for the barrier in leadership (Montag, Maertz Jr and Baer 2012). There are different reasons as to why the organizations suffer from so many complications today. These are the changes in the leadership methods, organizational disruption, chaos in the employee level and not being able to adapt in the changing business environment (Mumford, Medeiros and Partlow 2012).
Organizational creativity mainly depends on the level of freedom the employees have to work according to their new ideas and implement them in the challenging situations.
The first category is the encouraging the creative aspects within the employees. the organizational managers should go for the risk taking through the organizational engagement (Amabile et al. 1996). The organizations will need to cater to the different complications as they have to target the innovation process. The outline for the organizational design will have to be drawn. This will help to encourage the creativity and innovation in UFC (Littman-Ovadia, Oren and Lavy 2013). There are some blocks related to leadership strategies for the creativity and innovation within the organization.
Challenges in leadership programs
The second strategy is the ‘autonomy of freedom’. The fact is the motivation among the employees in a high amount. They must have the control over their works and activities. UFC Oman must understand these things properly (Cai and Yang 2014). However, the organizations which are adaptive should cater to coping up with the competitive threats.
The third category is the ‘Resources’. This symbolizes the allocation and availability of the resources. The adequate resources must always be present there along with the creative mindset of their mission is to be the best finance company in the community and for their stakeholders as well (Fairhurst and Connaughton 2014). These resources are a barrier if they do not fit to the innovative aspects within the organization. The implications of the resources will be huge if the feedback is taken from the perspectives of both the managers and employees.
The fourth category is the “Pressure”. This means that the organization should always work in the challenging business environment. This will definitely increase the creativity among the employees and the managers. If the employees learn to handle the workload this will be a boost for them (Amabile et al. 1996). The workload on the employees will lead them to handle the pressure properly indeed. UFC Oman should always train their employees about the nature of work they actually do. Moreover, there are some organizations that give encouragement to the experimentation. The organizational learning should always be encouraged in regards to UFC. In time of extreme work pressure, the cross functional teams should focus on different new and innovative ideas.
The fifth category is the organizational barriers for creativity. The corporate management structure has been quite complex and that works as a barrier for showcasing the creativity. If the employees do not get the proper motivation, it works as a negative effect on the minds of the employees (Littman-Ovadia, Oren and Lavy 2013). They should be motivated to provide something new and innovative (Braun et al. 2013). The customer feedbacks should always be sought from the customers as they deal with different customers. The resources of the organizations and the core competencies should be evaluated by the leaders. This should help in the betterment of the organization.
One of the most important things in this context is the training and development among the employees so they can develop their skills continuously.
The role of the leadership is a very important place in the creativity of the organization. The leaders or the managers should always look for the better opportunities wherever applicable. The leaders have to be creative in their behavior and their skills as well (Yukl 2013). This will help them to recognize the creative skills for the organizations.
Categories of strategies for encouraging creativity and innovation
The creative thinking among the employees has to be encouraged (Goetsch and Davis 2014). The organizational learning should be encouraged by the leaders. The HR department should be focusing on building a proper employment relation. This will be very interesting build a competitive strategy based on creativity and innovation. However, the proper recruitment and selection process will enhance the quality management in UFC.
Conclusion
This paper can be concluded by saying that the organizational performance can be made better with the creative mindset from the employees. The various social and organizational impediments should be overcome by the leaders as they implement several creative strategies into the business operations of the UFC Oman. This will lead to the organizational success and development. The Amabile model for the organizational climate on productivity and innovation has been implemented in this paper effectively (Garcia-Morales, Jiménez-Barrionuevo and Gutiérrez-Gutiérrez 2012). The role of the leadership and HRM has been discussed in this paper. The poor communication between the employees must be overcome as well. The proper implementation of the creativity and innovation will lead to the betterment of the organization and lead them to grow. Some things will have to be kept in mind like the difference between the organizational and individual creativity. The creativity of the individuals should be supported by the creativity of the organization. The effects of leadership have huge impacts on the sustainability on the organization. The leaders should manifest their skills and overcome all the barriers positively. The leaders of UFC should focus on selecting and recruiting the best employees for the benefits of the organization. Thus the employees should look for the betterment in their organization. Moreover, the organizational managers should support the innovation process among the employees. The performance measures of the employees should be evaluated. The leaders should focus on building a proper model focusing more on the organizational structure and culture. The expertise of the employees should work as an important source for innovating new ways of organizational sustainability.
United Finance Company in Oman must take up some innovation systems within the organization so they can reach their desired heights. The leaders of the organizations must adopt the critical thinking process that should lead their employees for making better decisions with innovativeness. The managers must learn to take the necessary risks within their business operations. The employees should indulge in teamwork and collaboration. This should lead them towards the organizational growth. The recruitment, selection, training and development should also be considered from the innovative prospects. The employees should always be very faithful towards their organization. The culture of the organization should be treated with much effort. As they operate in a very challenging business environment, they will require implementing the climate models of creativity into the organization. There are some challenges in the organizational growth through creativity like the adoption of the autocratic leadership styles and the wrong organizational structure (Lunenburg 2012). The chosen organization UFC should be focusing on improving the culture and structure of the organization. The leaders should be strict about providing the best opportunities to the employees for showing their creative aspects. They should be given more rewards for it as well. If the HRM department feels about the changing the structure of the organization, this will be done according to the culture of tbe organization. The climate model regarding the organizational culture should be followed. The different important strategies must be taken by UFC so they can benefit from this. The appraisal system should be included in UFC to give the proper honor to the employees for their work.
References
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Braun, S., Peus, C., Weisweiler, S. and Frey, D., 2013. Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust. The Leadership Quarterly, 24(1), pp.270-283.
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Patel, P.C., Messersmith, J.G. and Lepak, D.P., 2013. Walking the tightrope: An assessment of the relationship between high-performance work systems and organizational ambidexterity. Academy of Management Journal, 56(5), pp.1420-1442.
Ufcoman.com (2018). UFC Oman – Home. [online] Ufcoman.com. Available at: https://www.ufcoman.com/ [Accessed 15 May 2018].
Yidong, T. and Xinxin, L., 2013. How ethical leadership influence employees’ innovative work behavior: A perspective of intrinsic motivation. Journal of Business Ethics, 116(2), pp.441-455.
Yukl, G.A., 2013. Leadership in organizations. Pearson Education India.
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