WEEK 4 Responses

Please use the mandatory headings

 

 

These templates are mandatory

Responses to Classmates Template

Compare how you and your colleague view the elements needed to support creativity in the workplace.

Share a relevant experience where you or your organization tried to implement an element or a practice in an effort to create an environment for employees to be more creative.

Explore a way you might want to implement an element shared by your colleague at your organization or within your industry.

APA References

By Day 5

Respond to two of your colleagues in one or more of the following ways:

  • Compare how you and your colleague view the elements needed to support creativity in the workplace.
  • Share a relevant experience where you or your organization tried to implement an element or a practice in an effort to create an environment for employees to be more creative.
  • Explore a way you might want to implement an element shared by your colleague at your organization or within your industry.

 

These templates are mandatory

Responses to Classmates Template

Compare how you and your colleague view the elements needed to support creativity in the workplace.

Share a relevant experience where you or your organization tried to implement an element or a practice in an effort to create an environment for employees to be more creative.

Explore a way you might want to implement an element shared by your colleague at your organization or within your industry.

APA References

 

 

23 hours ago

 

Cody Doll

RE: Discussion – Week 4

COLLAPSE

Week 4 Discussion Post 1

Cody Doll

Walden University

A description of three organizational principles at Pixar that support a workplace environment where employees can implement creative solutions to problems.

                Pixar has successfully shaped and created an environment that fosters creativity in an effective, efficient, and successful way. Catmull (2008) lists empowering your creatives, creating a peer culture, freeing up communication, crafting a learning environment, and getting more out of post-mortems as the five key principles for managing a creative organization. Of these five, I want to explore three that I believe are the most important and can be translated to any organization.

                First, is the principle of empowering your creatives. Empowering your creatives means that you should give your creative people control over every stage of idea development (Catmull, 2008, p.5). To summarize this, leaders, managers, executives, or stakeholders should never intervene in the creative process due to the potential to limit the team’s success. You should give the workers the autonomy to create, shape, and express their ideas rather than trying to control them.

                Second, is the principle of freeing up communication. Freeing up communication refers to allowing each member of the organization to have the tools, abilities, and freedom to communicate with each other effectively and autonomously (Catmull, 2008, p. 8). Team members should be able to communicate among one another without having to report out to the upper members of the hierarchy. The free flow of information should not be restricted. Instead, open communication should be encouraged. To help cultivate this, organizations should focus on creating an environment of trust. Trust forms the foundation for open communication, and it encourages individuals to be more open and honest (Saunders, 2007, p. 26).

                Third, is the principle of crafting a learning environment. Crafting a learning environment refers to the concept that the entire organization is all learning and working through the process together (Catmull, 2008, p. 9). Workers should not fear failing, because even failure is a lesson. This concept is reinforced by the environment that 3M built, which states that failure leads to learning, and learning leads to success (Weiss, 2018). Building a learning environment will encourage the workforce to ask questions, pursue feedback, and take risks.

Choose one of these principles or another principle that you are familiar with that could be implemented at your organization or an organization which with you are familiar to improve creativity and the implementation of creative solutions. Explain why it would be beneficial to implement this principle at the organization you selected.

                One principle that I believe could improve creativity and the implementation of creative solutions at my organization is empowering your creatives. At my organization, the bureaucracy and current structure inhibits creativity. We have a significant amount of systems in place to provide suggestions and submit projects, but the vast majority of these are killed in the concept stage due to the organization not wanting to take a risk and trusting the creative minds. This creates a negative environment where individuals are afraid to come forward with ideas they are passionate about. This has two main negative impacts. First, it hinders most intrinsic values. Intrinsic values such as trust, motivation, empowerment, success, relationships, and influence are important (Howitt & McManus, 2012). These intrinsic values that motivate individuals are suppressed which suppresses creativity. Second, it creates a work environment that has a negative impact on employee moods and positivity. Cabrera (2012) states that a positive work environment can cause individuals to feel more safe and secure so that they can think in more divergent ways without fear or feeling threatened (p. 51). By empowering your creatives, you will create a positive work environment that supports taking risks, creative thinking, and moving forward on projects that individuals are passionate about. Working in the automotive industry, we heavily focus on what historically sells well or what the current trends are. Empowering our creatives could cause us to have an advantage over the competition. We could create something new, creative, and innovative rather than creating something that is a safe bet.

Explain how you as a manager might implement this principle and how you would need to tailor it for the organization you selected. Support your conclusions with references from this week’s Resources.

                To implement this in my workplace, I would allocate time and resources to letting each and every member of the organization work on ideas and projects they are passionate about. Working in the automotive industry, about half of the organization focuses on the production of the vehicle. Although this takes up most of the day, they still have time to focus on passion projects if allowed. Innovators are often counseled to go straight to the top, secure backing, and build a corporate sense of urgency around their ideas (Miller & Wedell-Wedellsborg, 2013). To avoid the need for creative minds to receive backing, I would set aside a budget that would allow workers the ability to pursue their ideas without needing formal backing from upward in the hierarchy. Each member of the organization would have a specific amount of this budget so that one or two individuals cannot eat up the entire budget. Regarding time, I would follow something like 3M. 3M has the 15% rule, where rather than coffee breaks or water cooler chatter, they can pursue out-of-left field ideas about which they are passionate (Weis, 2018). Google has implemented a similar system, where they give their employees 20% of their day as free time to pursue passion projects (Robinson, 2018). Combing these two ideas, workers would have the time, resources, and freedom to work on passion projects. Even if only a small portion of these passion projects were successful, it is likely that the potential return would outweigh the costs. To strengthen the process, I would consider applying a system such as Cisco’s search for the next big idea. Cisco took all of the ideas from the innovators that applied and implemented a voting system (Jouret, 2009). This voting system could allow for the workforce to help highlight which passion projects they believe would be the most beneficial or desirable. Jouret (2009) stated that their competition and system gave them a global view of potential business opportunities and markets they ought to be pursuing. With how diverse my organization is, implementing a voting system to the passion project infrastructure could have similar results.

APA References

Cabrera, E. F. (2012). The six essentials of workplace positivity. People & Strategy, 35(1), 50 – 60.

Catmull, E. (2008). How Pixar fosters collective creativity. Harvard Business Review, 86(9), 64–72.

Howitt, M., & McManus, J. (2012). Stakeholder management: An instrument for decision making. Management Services, 56(3), 29 – 34.

Miller, P., & Wedell-Wedellsborg, T. (2013). The case for stealth innovation. Harvard Business Review, 91(3), 90–97.

Robinson, A. (2018). Want to Boost Your Bottom Line? Encourage Your Employees to Work on Side Projects. Retrieved May 25th 2020 from https://www.inc.com/adam-robinson/google-employees-dedicate-20-percent-of-their-time-to-side-projects-heres-how-it-works.html

Saunders, D. (2007). Create an Open Climate for Communication. American Salesman, 52(11), 25–29.

Weis, D. (2018). Giving employees permission to fail is a formula for innovation at 3M. Retrieved May 10, 2020 from https://www.aem.org/news/giving-employees-permission-to-fail-is-a-formula-for-innovation-at-3m/

 

16 hours ago

 

John Ezomo

RE: Discussion – Week 4

COLLAPSE

Discussion Week 4

John Ezomo

Walden University

The Creative Organization and Creative Approaches to Problem Solving

 

Three organizational principles at Pixar that support a workplace environment where employees can implement creative solutions to problems.

After reading the article on how Pixar fosters collective creativity, three principles stood out that may support a workplace environment where employees can implement creative solutions to problems. The three principles are; peer culture, communication, and postmortems. Implementation of these principles on an organization can benefit in many ways. 

The first principle is peer culture is involved with encouraging employees in an organization in helping each other towards the provision of high-quality work. Pixar promotes brain trust and daily review process. The brain trust is involved with the directors. For instance, if a director and producer feel like they may use some assistance, they can meet with the group and show the work that is undertaken currently. The discussion within the group will help in making the movie better. For the daily review process, Pixar ensures that there is a promotion of the culture of working together, and this is not only limited to the directors and producers but also involves the subordinates (Steele & Derven, 2015). 

The second principle is communication. For an efficient way of problem-solving in an organization, people should be trusted to address the issues directly without asking for permission from the superiors. This means that everyone in the organization should be provided with the freedom to communicate with others. This indicates that the decision-making hierarchy and communication structure are not similar. Employees from any department should be provided with the freedom of approaching employees from other departments to solve a problem without following a proper channel (Catmull, 2008). Managers should also learn that they don’t need to be the first in knowing something. Employees should hence not be subjected to tight control. Even though this might be a nature for some organizations, problems are sometimes unforeseen. The efficient way of dealing with the problems is by trusting employees to work the problems out with each other without seeking any permission. 

The third principle is the postmortems. As discussed in the article, this principle is disliked by many people. People prefer discussing what went right rather than what went wrong. After investing a lot of time in a project, people prefer moving on from the project. Therefore, with a better structure of post-mortems, discussions can be stimulated. With postmortem, people can be able to learn. Normally, what is mostly utilized is sessions where team members are congratulated for work well done. Less emphasis is put on discussing the problems that may have been faced. Several means can be considered to overcome problems. The first means is through changing the way postmortems are done. What should be considered is the lessons from the project. Groups can also be tasked to list the top five things that they would repeat and those that they would not. For an organization to create a safer environment, the balance between the positive and negative should be considered. 

Choose one of these principles or another principle that you are familiar with that could be implemented at your organization or an organization which with you are familiar to improve creativity and the implementation of creative solutions.

The principle that I choose and which I am familiar with and which can be implemented at an organization to improve creativity and implementation of creative solutions is postmortem.

Explain why it would be beneficial to implement this principle at the organization you selected.

Postmortem would be beneficial to implement due to several reasons. It would be beneficial to implement as the project manager and the team will be able to identify what they were able to do right and what they could have done better. The lessons learned would help them in sharing strategies that they should implement in future projects to avoid the common mistakes faced in past projects. Therefore, it will help the organization in informing process improvements, mitigating any risks that may occur in the future, and also promote iterative best practices.

Explain how you as a manager might implement this principle and how you would need to tailor it for the organization you selected.

To implement this principle, I would consider gaining the support of others in the organization. I would seek support from everyone in the organization. Through acquiring support from all levels, I will be able to have brought everyone to be on the same page. With this, they may be able to join in on helping in the implementation of this principle. Setting a constructive mindset will also help me in driving the purpose of this principle and how it will help the organization and teams. Having the right mindset will promote a team that will be positive and learning-focused rather than hypercritical (Miller & Wedell-Wedellsborg, 2013). To do this, I will start by discussing with teams on conversations that have a positive element. Having the team feel powerful and proud will make it easy when it comes to constructive criticism. 

Conclusion

For an organization to avoid making the same mistakes in projects, it is important to consider peer culture, communication, and postmortem principles. This will help an organization in developing solutions that will last longer and in some cases a permanent solution. These principles also promote collaboration and hence it will offer teams a common ground of what benefits the organization.

APA References

Catmull, E. (2008). How Pixar fosters collective creativity. Boston, MA: Harvard Business School Publishing.

Miller, P., & Wedell-Wedellsborg, T. (2013). The case for stealth innovation. Harvard business review, 91(3), 90-97.

Steele, R., & Derven, M. (2015). Diversity & Inclusion and innovation: a virtuous cycle. Industrial and Commercial Training.

 

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