Motivate creativity and effectiveness in organizations

The importance of creativity and effectiveness in organizations is well known by us, but it is easier said than done. We can see that thousands of organizations go bankruptcy every year. On the side of administrators or entrepreneurs, if they are able to motivate creativity and effectiveness in their organizations that their business will go further than those organizations have less or no creativity and effectiveness.

All the companies are facing competition pressure, but this pressure on the companies can be solved partly by the optimal use of human performance. It has been demonstrated that a motivated and healthy work force contributes significantly to innovation and business productivity (Eijnatten, 2002). We take a look at Toyota, which has the highest profits in auto industry. And the secret to be successful due to the motivated work force. It is suggested that the work will be more decentralized. In my company, I will make use of my employees sufficiently in order to get higher creativity and effectiveness. Allocating to my employees the tasks best suited to the employee. Each of them has a larger space to exhibit their personal ability.Employees have more access to information and more power to innovate and adapt their work. Traditional management practices—such as asking for suggestions, only one personspeaking at a time, and evaluating options beforeexhausting them—hurt rather than facilitate creative work. Creatively realistic requires that companies support employees that do seemingly purposeless and senseless things, such as striving for quantity rather than quality (at least initially), suggesting deliberately impossible to realize ideas, and creating havens for individualthinking (Thompson, 2003).

As a leader in the organization, more attention should be paid to an optimal loading of the work force. Employees work at the optimum between overload and under load. Under loading is not beneficial for the company and the worker, not any creativity and effectiveness but high risks.

Also, regarding the organization, changes will occur, like operating in variable dynamically changing network instead of hierarchical structures. Higher flexibility is created in variable dynamically network that helps employees to be more creative and effective. As I know that most of organizations in China are used to adopt hierarchical structure, but they realize the shortcomings with old structure and turn to new flexible structure. The obvious change is that changing network benefits the organization and motivates its creativity and effectiveness. For my own company, I prefer to adopt a flat structure that enables my employees have more flexibility to work with each other. The more flexibility my employees have, the more creativity and effectiveness that will be created to my firm.

reference:
Eijnatten FM van, Ed, 2002, Intelligent manufacturing though participation: a Participative Simulation environment for Integral Manufacturing enterprise renewal.

Thompson Leigh, 2003, Improving the creativity oforganizational work groups, Academy ol Management Execulive, Vol. 17, No. I