How organizational culture relates to innovation Essay

How Organizational Culture Can Support Creativity and foundation when we cipher of the terms launching and creativity we au gobbleratically think of the singular. We often posit ourselves, what stack the Individual choose into an musical arrangement? What type of creativity does the Individual fork up that can support the arrangement and how would it help the organization levy? As we ask ourselves these questions we atomic number 18 often overlooking the substantial aspects that correlate to an individuals capability of creativity and innovation It is important to visualise the context In which the Individual runs (Mclean. 05, pg,227). one vltal aspect Is the organisational enculturation. organizational culture Is denned as the share 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 t he organization. If so what is the organization doing to influence these break d give birth ethics. It is important that individuals maintain a healthy organizational culture because it is an observable sacrosanct point In the organization. hitch has a potent effect on the follow well king and Its success. Now that we have analyzed the brilliance 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, magical spell the organizational culture is mostly influenced by the organization itself and the induce the workers bring with them tom previous employers (Qwabe. 2013, P. 3). The organization Influences from the very beginning of the hiring process.From the choice process the company chooses a certain amount of Individuals In which they eel have qualities that can bring a overconfident outlook to the company. These qu alities may include dynamic personalities, strong values and a clear vision on how to operate the business. some opposite way the company influences from this point is the type of attitude the interviewer is portraying to the interviewee. During the selection process the Interviewer gives a sense out their ethos and their attitude towards the company.This approach transmits to the Interviewee and Influences them In such a way that can determine the enthusiasm on being hired (Qwabe, 2013, P. 7) The other influence the organizational culture has is the experience the workers bring with them from previous employers and other external forces. Past experience can affect the work ethics and any contribution an individual may have with the current company. The influence towards the organizational culture can alike be vice versa, In which the experience the company had with the previous employees.In such case the organization learns from critical experiences from the external forces. As the attainment occurred, the organizations history becomes memories that After the selection process the organization must poke out the verificatory attitudes nd work as leaders to maintain the imperative behavior to ensure long term survival for the organization culture. When the organization leaders motivates the employees, the employers are to a greater extent(prenominal) likely to olfaction engaged to their work resulting from better and more satisfactorily work outcomes (Sarrows, Cooper, Santora, 2008, P. 46). thither are more tactics some organizations have developed to transmit this motivation and to enkindle the positive working environment at heart the organizational culture. There are six factors in which the organizational leaders use to promote the positive environment. These six are articulating a vision for the future, providing an appropriate role model, elevation the acceptance of goals, setting high performance expectations, providing individual support an d providing intellectual stimulation (Sarrows, Cooper, Santora, 2008, P. 46-147). Organizational leaders use these six factors to affiliate it into their own leadership style. This helps them with the enhancement of creativity and innovation by advocating the organizational culture. There are four functions in which help bring the organizations culture to life. These four functions include organizational identity, sense making device, corporate commitment and social system stability (Qwabe, 2013, P. 12). The first function that give be discussed is the organizational identity.When an organization has a sense of identity it is plentiful the employees a better sense with what the organization wants, giving the employee a more coherent vision and under put forwarding to the organizations objective. Therefor it is providing the employee a more light state where the employee can feel more part of the mission while also strengthening the establishment of what the company is really ab out and what they stand for. The second function is the collective commitment. When referring to collective commitment we are referring to the faculty the employee drives around the important aspects of the favors the organization.It is important for an organization to articulate collective commitments because when employees put together and commit themselves to their goals and missions, the relationship amongst each other change for the better. They feel morally obligated to embody their own actions and motivate each other to reach their daily goals. Social system stability is another function of organizational cultural, yet it is also a very important instrument to the organization itself. Social system stability provides a more positive work environment giving the opportunity for the employees to have a more respectable work place.This function helps employees with the ability to resolve conflicts using a problem-focused approach rather than a person focused approach or a blam ing mentality. These approaches help avoid any possible conflicts in the oeuvre creating the workplace to be less tensed and a more brotherly environment. device the organizational culture is being given a broader grounds on what the companys strategy and values are. It gives the employee a word form of behavior shaping hat helps employees a sense of their surroundings.With this function the employees have a better comprehension in to the objective of the organization, how the organization functions and how the organization aspires to succeed their goals (Qwabe, 2013, P. 13-14). In conclusion it is set that organizational culture does indeed support creativity and innovation. These articles have also prover that the organization itself is greatly influenced within the members of the organizational culture. This is an important aspect of a successful organization. References Qwabe, N. P (2013). University of forgather Hare Faculty of Management & CommerceDepartment of Industria l Psychology. (ONINE) getable athttp//www. academia. edu/1964153/ Organisational_culture_lnnovation_and_creativty. (Last Accessed 1 1. Nov. 2013). McLean, L. D. (2005). Organizational Cultures Influence on Creativity and innovation A Review of the Literature and Implications for Human imaging 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