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Other Added - Creativity and Motivation: Traits From Within
Whether you’re a large, limited company falling behind on your bills, or the sole trader of a small business that hasn’t paid themselves in months, there is one common ground which they both share, business debt is dragging you down and needs to be eliminated.Every business faces financial difficulties at one point or another, no matter their size. Ignoring such difficulties and pretending they don’t exist is not going to make the situation better. A strong strategy at the beginning stages of troubling times is the absolute best plan of action.There are many options available to help you to get out of debt, differing with the extent of the difficulties. Limited companies may repay their bills via a CVA (Company Voluntary Arrangement). This is a formal agreement between the distraught company and its creditors allowing the creditors to be repaid an agreed upon amount over an agreed up
Creative tension is a key criterion
In addition to this, by fostering a creative tension that is not based on emotional or anxious pressures, people will begin to see the gap between what they want to get done, and the reality of the situation. They will then be able to focus on the gap utilizing energy to make it smaller until goals, visions and reality converge. From this creative tension will flow the motivation. Companies must foster this kind of environment. 3
Conclusion
If organizations want to succeed and excel at global competition, they need to push their employees to challenge conventional wisdom, and give them the tools and the autonomy to test out their non-conventional ideas. Thinking they need to go on a "search for creativity and intrinsic motivation" will hinder their need for speed. Instead of looking for these abilities, they should implement the tools and adjust the environment to empower the employees to develop creativity and intrinsic motivation from within.
References
1. Eisenberger, R., & Shanock, L. 'Rewards, Intrinsic Motivation, and Creativity: A Case Study of Conceptual
Over the road trucking is a hard, rough existence. The general public just does not understand the reality of the trucking life. People watch as the big rigs pull out onto the road ways and head off to some destination known only to the professional behind the wheel. The life of freedom! No boss looking over your shoulder, and endless hours of traveling the country, enjoying the sightseeing aspect all along the way! The general public could not be so wrong.For most of the professionals in OTR truck driving, there is a constant, daily battle to be fought every day, never mind the weeks and sometimes months that go by without seeing their families. Forget about sleeping in your own bed every night or just relaxing and watching a little television. Don’t think about having to eat out every day and showering in a truck stop. Give no thought to the fact that the Am
The "entrepreneur" is one who creates a new business in the hopes of making a profit. If this is a valid definition of the term, then it is essential that businesses today utilize "entrepreneurial skills" in order to compete against rival corporations and small businesses that have become an even greater threat than before.
Akio Morita is known to have said that initially Sony had three years of competitive-free sales before a rival came up with a product that bit into their margin but near his retirement, that "window" had changed from three years to three months. As the time to market is decreasing rapidly due to the increase of global competition and other powerful market forces, companies can no longer follow their traditional ways of product development. All businesses that wish to do more than just survive must think like the entrepreneur.
Listen to marketers
Marketers know that it takes a tremendous amount of time, money and effort to create new customers compared with keeping current customers. They know that their most valuable asset is the customer they already have. Following this logic, does it make sense to invest a huge amount of time and money to hire on a bunch of "avant-garde" thinkers to create explosively innovative products and services when the resource may already be within the company's ranks? Can businesses in these lean times afford to do so? I do not think so. Those that are best suited to create new and valuable products which are in harmony with the business plan and goals are those that are already in the system; the employees.
It doesn't end with creativity
Entrepreneurism does not end with creativity. Many people can create amazing concepts. Those concepts then need to be turned into products and services which meet the needs of the market and are PROFITABLE for the organization. What good is an idea with no reality? It has little value. In order to succeed, organizations must have the creativity as well as the ability to act upon that creativity in order to bring ideas to market profitably. This is the power of the successful entrepreneur.
Valuable traits
What kind of traits do these individuals usually possess? The entrepreneur is often seen to possess a:·
Desire for responsibility·
Preference for moderate risk·
Confidence in own ability to succeed·
Desire for immediate feedback·
High levels of energy·
Future orientation·
Skill at organization·
Ability to see value in achievement over money
If companies want employees to possess these kind of traits, they need to develop the environment that fosters such. How can they do this? I believe that if we look at Maslow's Hierarchy of Needs we can find the answer.
Up your hierarchy!
Not everyone agrees with Maslow and his hierarchy of needs which states that every individual must have certain needs met before they can move up the hierarchy to the next level. To me, it makes perfect sense. We can look around the world at the starving countries and ask ourselves, "why do they pollute so badly? Why don't they care about the world?" The answer is that they are too busy trying to survive to think beyond. Once those survival needs are met, they can progress to looking at the world differently.
At the highest level of the hierarchy is self-awareness. Once employees have their basic needs, and other intrinsic needs met, they are able to begin to think beyond what they "want" and focus on other aspects. This is where creativity comes into play. We all know that extrinsic motivation rarely lasts forever. Look at weight loss clinics and network marketing as two good examples. After the top people give their pep talks, everyone is pumped. When they all return to their normal world, that motivation disappears. Look, however to those people that are motivated from inside themselves; they are the creators, the individuals that can come up with the most amazing things.
Reward is a key criterion
Companies need to create the environment that empowers the worker to that higher level so that they feel they are important in the organization. When they have self-worth, and confidence, when they are rewarded for their efforts, then the creativity will flow from the intrinsic motivation. Eisenberger and Shanock have shown that "when individuals believe they can obtain rewards by being creative, they become more creative. The expectation that creativity will be rewarded causes individuals to define the task as requiring creativity, to become immersed in it, and to search for novel ways of carrying it out." 1
By providing the tools required to get the job done, education to enhance thought processes, empowering workers to produce excellence and rewarding them for doing so, employers will not only develop their own employees abilities to create, they will improve their competitive advantage in the market by increasing the invaluable asset known as knowledge. By instilling in employees a healthy skepticism for conventional wisdom they will further enhance a creative orientation. 2
Creative tension is a key criterion
In addition to this, by fostering a creative tension that is not based on emotional or anxious pressures, people will begin to see the gap between what they want to get done, and the reality of the situation. They will then be able to focus on the gap utilizing energy to make it smaller until goals, visions and reality converge. From this creative tension will flow the motivation. Companies must foster this kind of environment. 3
Conclusion
If organizations want to succeed and excel at global competition, they need to push their employees to challenge conventional wisdom, and give them the tools and the autonomy to test out their non-conventional ideas. Thinking they need to go on a "search for creativity and intrinsic motivation" will hinder their need for speed. Instead of looking for these abilities, they should implement the tools and adjust the environment to empower the employees to develop creativity and intrinsic motivation from within.
References
1. Eisenberger, R., & Shanock, L. 'Rewards, Intrinsic Motivation, and Creativity: A Case Study of Conceptual a
Professional conduct starts before you enter the employer’s door. It starts before you begin to look for a job. It starts with you – your attitude.How you interact with other people can make the difference between enjoying your work or hating it. There are some basic tenets of conduct on the job that will provide you with a basis for behavior.Here are three for your perusal.First, remain calm in all circumstances. No one likes a hot-head and people who lose their tempers show a distinct lack of self-control. Respecting the needs of others and allowing for discussions of all kinds – even when it isn’t the best situation in your eyes – shows true character and a willingness to work with others. Employers are always looking for people who can mediate and work their way through difficult situations.Second, keep your personal life at home and your professional life at work
It doesn't end with creativity
Entrepreneurism does not end with creativity. Many people can create amazing concepts. Those concepts then need to be turned into products and services which meet the needs of the market and are PROFITABLE for the organization. What good is an idea with no reality? It has little value. In order to succeed, organizations must have the creativity as well as the ability to act upon that creativity in order to bring ideas to market profitably. This is the power of the successful entrepreneur.
Valuable traits
What kind of traits do these individuals usually possess? The entrepreneur is often seen to possess a:·
Desire for responsibility·
Preference for moderate risk·
Confidence in own ability to succeed·
Desire for immediate feedback·
High levels of energy·
Future orientation·
Skill at organization·
Ability to see value in achievement over money
If companies want employees to possess these kind of traits, they need to develop the environment that fosters such. How can they do this? I believe that if we look at Maslow's Hierarchy of Needs we can find the answer.
Up your hierarchy!
Not everyone agrees with Maslow and his hierarchy of needs which states that every individual must have certain needs met before they can move up the hierarchy to the next level. To me, it makes perfect sense. We can look around the world at the starving countries and ask ourselves, "why do they pollute so badly? Why don't they care about the world?" The answer is that they are too busy trying to survive to think beyond. Once those survival needs are met, they can progress to looking at the world differently.
At the highest level of the hierarchy is self-awareness. Once employees have their basic needs, and other intrinsic needs met, they are able to begin to think beyond what they "want" and focus on other aspects. This is where creativity comes into play. We all know that extrinsic motivation rarely lasts forever. Look at weight loss clinics and network marketing as two good examples. After the top people give their pep talks, everyone is pumped. When they all return to their normal world, that motivation disappears. Look, however to those people that are motivated from inside themselves; they are the creators, the individuals that can come up with the most amazing things.
Reward is a key criterion
Companies need to create the environment that empowers the worker to that higher level so that they feel they are important in the organization. When they have self-worth, and confidence, when they are rewarded for their efforts, then the creativity will flow from the intrinsic motivation. Eisenberger and Shanock have shown that "when individuals believe they can obtain rewards by being creative, they become more creative. The expectation that creativity will be rewarded causes individuals to define the task as requiring creativity, to become immersed in it, and to search for novel ways of carrying it out." 1
By providing the tools required to get the job done, education to enhance thought processes, empowering workers to produce excellence and rewarding them for doing so, employers will not only develop their own employees abilities to create, they will improve their competitive advantage in the market by increasing the invaluable asset known as knowledge. By instilling in employees a healthy skepticism for conventional wisdom they will further enhance a creative orientation. 2
Creative tension is a key criterion
In addition to this, by fostering a creative tension that is not based on emotional or anxious pressures, people will begin to see the gap between what they want to get done, and the reality of the situation. They will then be able to focus on the gap utilizing energy to make it smaller until goals, visions and reality converge. From this creative tension will flow the motivation. Companies must foster this kind of environment. 3
Conclusion
If organizations want to succeed and excel at global competition, they need to push their employees to challenge conventional wisdom, and give them the tools and the autonomy to test out their non-conventional ideas. Thinking they need to go on a "search for creativity and intrinsic motivation" will hinder their need for speed. Instead of looking for these abilities, they should implement the tools and adjust the environment to empower the employees to develop creativity and intrinsic motivation from within.
References
1. Eisenberger, R., & Shanock, L. 'Rewards, Intrinsic Motivation, and Creativity: A Case Study of Conceptual
Almost everyone it seems thinks that working from home is a great goal. This is very true, if you have the discipline to stay focused without constant supervision. There are literally thousands of small business ideas with many that would allow you to work from home. Here are a few things to consider before you quit your job and follow your dreamFIND WHAT YOU LOVE TO DO The key to any successful small business is to understand the market and your own personal talents. It doesn't matter that some businesses may offer more money. If you don't love the work, you won't be willing to make the effort necessary to be successful in any small business. Unlike corporate America, and small business is a lot like a small child. Both will depend on you and your decisions to help them grow and stay healthyDECIDE WHAT IS SUCCESS The definition of success is different, for many of us. For so
Ability to see value in achievement over money
If companies want employees to possess these kind of traits, they need to develop the environment that fosters such. How can they do this? I believe that if we look at Maslow's Hierarchy of Needs we can find the answer.
Up your hierarchy!
Not everyone agrees with Maslow and his hierarchy of needs which states that every individual must have certain needs met before they can move up the hierarchy to the next level. To me, it makes perfect sense. We can look around the world at the starving countries and ask ourselves, "why do they pollute so badly? Why don't they care about the world?" The answer is that they are too busy trying to survive to think beyond. Once those survival needs are met, they can progress to looking at the world differently.
At the highest level of the hierarchy is self-awareness. Once employees have their basic needs, and other intrinsic needs met, they are able to begin to think beyond what they "want" and focus on other aspects. This is where creativity comes into play. We all know that extrinsic motivation rarely lasts forever. Look at weight loss clinics and network marketing as two good examples. After the top people give their pep talks, everyone is pumped. When they all return to their normal world, that motivation disappears. Look, however to those people that are motivated from inside themselves; they are the creators, the individuals that can come up with the most amazing things.
Reward is a key criterion
Companies need to create the environment that empowers the worker to that higher level so that they feel they are important in the organization. When they have self-worth, and confidence, when they are rewarded for their efforts, then the creativity will flow from the intrinsic motivation. Eisenberger and Shanock have shown that "when individuals believe they can obtain rewards by being creative, they become more creative. The expectation that creativity will be rewarded causes individuals to define the task as requiring creativity, to become immersed in it, and to search for novel ways of carrying it out." 1
By providing the tools required to get the job done, education to enhance thought processes, empowering workers to produce excellence and rewarding them for doing so, employers will not only develop their own employees abilities to create, they will improve their competitive advantage in the market by increasing the invaluable asset known as knowledge. By instilling in employees a healthy skepticism for conventional wisdom they will further enhance a creative orientation. 2
Creative tension is a key criterion
In addition to this, by fostering a creative tension that is not based on emotional or anxious pressures, people will begin to see the gap between what they want to get done, and the reality of the situation. They will then be able to focus on the gap utilizing energy to make it smaller until goals, visions and reality converge. From this creative tension will flow the motivation. Companies must foster this kind of environment. 3
Conclusion
If organizations want to succeed and excel at global competition, they need to push their employees to challenge conventional wisdom, and give them the tools and the autonomy to test out their non-conventional ideas. Thinking they need to go on a "search for creativity and intrinsic motivation" will hinder their need for speed. Instead of looking for these abilities, they should implement the tools and adjust the environment to empower the employees to develop creativity and intrinsic motivation from within.
References
1. Eisenberger, R., & Shanock, L. 'Rewards, Intrinsic Motivation, and Creativity: A Case Study of Conceptual
Attending holiday events is the best thing you can do for yourself during the next six weeks. Where else can you meet so many new people who can potentially contribute to your job search and in such a brief span of time? Your goal during these holiday soirees, festive potluck dinners, or open houses is to meet people and form friendly social relationships. Here’s how to do just that!1. Attend social events and office gatherings when invited. The New Year is just around the corner and these social events could lead to exciting opportunities in January and February!2. Get ready to shine! Anticipate the kind of questions you’ll be asked and develop a strategy for dealing with each of them. You want to appear relaxed, friendly, interested, and interesting.3. Bring your business cards. Be ready to provide one when someone asks. Your card should include your name, address, phone numbe
Reward is a key criterion
Companies need to create the environment that empowers the worker to that higher level so that they feel they are important in the organization. When they have self-worth, and confidence, when they are rewarded for their efforts, then the creativity will flow from the intrinsic motivation. Eisenberger and Shanock have shown that "when individuals believe they can obtain rewards by being creative, they become more creative. The expectation that creativity will be rewarded causes individuals to define the task as requiring creativity, to become immersed in it, and to search for novel ways of carrying it out." 1
By providing the tools required to get the job done, education to enhance thought processes, empowering workers to produce excellence and rewarding them for doing so, employers will not only develop their own employees abilities to create, they will improve their competitive advantage in the market by increasing the invaluable asset known as knowledge. By instilling in employees a healthy skepticism for conventional wisdom they will further enhance a creative orientation. 2
Creative tension is a key criterion
In addition to this, by fostering a creative tension that is not based on emotional or anxious pressures, people will begin to see the gap between what they want to get done, and the reality of the situation. They will then be able to focus on the gap utilizing energy to make it smaller until goals, visions and reality converge. From this creative tension will flow the motivation. Companies must foster this kind of environment. 3
Conclusion
If organizations want to succeed and excel at global competition, they need to push their employees to challenge conventional wisdom, and give them the tools and the autonomy to test out their non-conventional ideas. Thinking they need to go on a "search for creativity and intrinsic motivation" will hinder their need for speed. Instead of looking for these abilities, they should implement the tools and adjust the environment to empower the employees to develop creativity and intrinsic motivation from within.
References
1. Eisenberger, R., & Shanock, L. 'Rewards, Intrinsic Motivation, and Creativity: A Case Study of Conceptual
Restaurant people will tell you that the worst thing a customer can do is have a bad meal and not SAY anything about it. It prevents the establishment from making it right for the customer. The damage gets worse, because the customer doesn’t usually return AND they tell their friends what they thought about the food.Automotive sales people are taught that every customer knows at least another 100 friends and relatives, and that one customer can be a valuable source of leads and referrals for future automotive sales. If the salesperson does a good jobPeople talk about service, both good and bad. Businesses large and small should think over these examples, and build customer service policies to support them.Here are some possibilities:Monitor satisfaction with each transaction. A technology manufacturer recently shipped back an item
Creative tension is a key criterion
In addition to this, by fostering a creative tension that is not based on emotional or anxious pressures, people will begin to see the gap between what they want to get done, and the reality of the situation. They will then be able to focus on the gap utilizing energy to make it smaller until goals, visions and reality converge. From this creative tension will flow the motivation. Companies must foster this kind of environment. 3
Conclusion
If organizations want to succeed and excel at global competition, they need to push their employees to challenge conventional wisdom, and give them the tools and the autonomy to test out their non-conventional ideas. Thinking they need to go on a "search for creativity and intrinsic motivation" will hinder their need for speed. Instead of looking for these abilities, they should implement the tools and adjust the environment to empower the employees to develop creativity and intrinsic motivation from within.
References
1. Eisenberger, R., & Shanock, L. 'Rewards, Intrinsic Motivation, and Creativity: A Case Study of Conceptual and Methodological Isolation.' Creativity Research Journal, 15, 121-130, 2003. Retrieved from: http://eisenberger.psych.udel.edu/PDF/00B_Rewards_Intrinsic_Motivation_and_Creativity_A_Case_Study.pdf
2. Feynman, R. P. 'The pleasure of finding things out: The best short works of Richard P. Feynman.' Cambridge, MA: Perseus 1999.
3. Lori Reisenbichler, 'Creative Tension: A Crucial Component of Creativity in the Workplace', Center for Collaborative Organizations , University of North Texas. 2005/10/27. Retrieved from: http://www.workteams.unt.edu/literature/paper-lreisenb.html.
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