Development for Success in Business

This report explores the importance of creativity and innovation in achieving success in business. It discusses the connection between creativity, innovation, and organizational performance, and provides a literature review and analysis on the topic. The report also includes a self-reflection section on learning from examples of creativity and innovation in the workplace.

Development for
Success in Business

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION A.....................................................................................................................................1
Introduction.................................................................................................................................1
Literature review and analysis....................................................................................................1
Evaluation of the study and future improvement........................................................................5
SECTION B.....................................................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Development and improvement in the business is core factor for success in the business and
this is only goal of any organisation to achieve the growth goals of the business. One of the
critical aspect for the development for success in business in this globalisation is creativity and
innovation which is the only aspect of the competitive advantage. Creativity and innovation in
any company are essential for its successful performance. Most companies nowadays invest in
innovation and creativity. Due to the emergence of knowledge economy, global competition and
technology
innovation has become a priority among corporates. Thus, following report will include the
literature review for critical analysis of innovation and creativity in the workplace along with
determining the goals of the research. Also result of the literature review were also being
discussed too. In the next section there is self-reflection for learning from the examples from the
first part.
SECTION A
Introduction
Innovation and creativity in the workplace have become key determinants of
organizational performance, success and longevity. The threat is that as companies seek to use
the ideas and suggestions of their employees, the idea creation and implementation process has
become a source of unique competitive advantage. Creativity and innovation in work are the
process, results and products of efforts to create and introduce new and advanced ways. The
creative level of this process refers to the creation of an idea and the next phase of innovation to
implement ideas towards better practices, practices or products. The purpose of this article is to
create an overview of the connection between creativity and innovation type, individual and team
status and innovation types and levels based on different aspects of researchers.
Objective of the study
 To learn the importance of organizational creativity and innovation
 Identify factors that enhance and / or facilitate innovation and creativity at workplace
 Read the different models of innovation
 The relationship between the invention process and creativity.
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Literature review and analysis
Serban and et. al., (2020), defined creativity as the stage of idea creation and innovation
implementation. is required different thinking process, where innovation requires an integrated
thought process. It is said that there are many important components and processes that promote
effective discovery effects. The terms creativity and innovation are often used interchangeably,
but there is a clear difference between them these two words. Creativity refers to the generation
of thoughts and innovation refers to the implementation of those ideas. Creativity is of three
types: personal creativity, team creativity and organizational creativity. On the other hand
Innovation has two categories, such as increasing innovation and radical innovation. The threat is
that as companies seek to use ideas and suggestions raised by their employees, the idea creation
and implementation process is a source of unique competitive advantage. In this ideological
study, Creativity is widely seen as a driver of innovation, growth and social development.
creativity is seen as an important means by which companies can thrive in a changing
environment, respond to unexpected challenges, and quickly develop new potential.
Creativity and innovation at the workplace creates better teamwork. Creativity and
innovation motivates employees to work with each other. The creative process encourages
collaboration. Businesses need to promote a continuing learning mind-set that motivates
employees to seek new information, knowledge and new ways of doing things. Many unique
ideas come from one person, but they are fully formed and designed by a team. Creativity and
innovation enhances the ability to attract and retain employees (Kofinas and Win, 2020). When
creativity is encouraged, employees have more content in their work and are committed to being
loyal to the company. Creativity and innovation at the workplace will solve the problem. With
the ability to think creatively and outside the box, employees are more likely to come up with
unique and innovative solutions to the obstacles they face. This interest in problem solving will
lead to new ways of doing tasks, and it adds to the business running efficiently. Innovation and
creativity have become key determinants of organizational performance and success.
(Burger-Helmchen and et. al (2020), have stressed that the there are various determinant
and factor that are driving force of the innovation and creativity at the workplace. It has found
that the As with many strategic measures, the creation of a culture of innovation comes down to
management leadership. Specific actions and practices that affect the culture of innovation
include allowing freedom and autonomy in work practice, providing challenging work, setting
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clear strategic goals, and job creation. Teams with individuals with different skills and
perspectives. It helps to have leaders who are careful not to sabotage innovations in depth.
Moreover, it has been found that the organisational motivation is a culture that encourages
creativity through the judgment of fair, creative ideas, reward and recognition for creative work,
ways to cultivate new ideas and active ideas and shared vision.
As per the ideology of Mayfield, Mayfield and Ma (2020), it has been demonstrated that
the the success of an innovation management is based on the management commitment of the
management of the company. It is based on a clear order from above that defines the goals,
objectives and expectations of innovation management. The commitment of all managers, from
top to bottom, is the basis of the innovation process. This is because it gets the support it needs
for innovations that are happening now from all areas outside of everyday business (where a
company makes money). Support, time and budgets are the necessary fuel for the success of
innovation, which can only be achieved through a commitment to innovation. Other thin this it
has been criticised hat innovation does not happen in a mess, so employees should have access to
relevant resources, including finance, materials, facilities and information. So there must be
proper availability of the resources that can be utilised to bring innovation and creativity within
the organisational workplace.
As per the viewpoint of Perignat and Meloche (2020), the Kanter model of innovation
and creativity is well effective when the different resources are major and new. ‘Mainstream’
and ‘Newstream’ are corporate Resources are balanced by management so that the company can
absorb stability and change. It needs at the same time it must identify its resources so as not to
face any urgency or crisis It was proposed that organization must continue to fund its new
streams and allow new processes and products / organization with an existing one. It controls a
company with its main goal and risk aversion sudden change can also be eliminated. If there is a
constant it is also found through his research It will not take long for the mainstream to accept
the new current after the connection between the two streams discovery. This model strongly
suggests that innovation cannot be brought about immediately, otherwise it will fail in the
mainstream Independent and continuous dynamics are unlikely to succeed in the market. So be
strong information flow and continuous growth between the new and mainstream of any
business.
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On the other hand, as per the This integrated approach explains if one organization wants
to introduce innovation strategies and then have an integrated approach towards it. This
Innovation is relatively easy to implement because it is properly understood, and it is absorbed
Company structure. It states that the main function is connected with innovation capabilities
(Miron-Spektor, Vashdi and Gopher, 2021). So perfect building a new stream of innovation,
business skills and strength over a specific period of time to get started innovation in business.
There are various theory of innovation and creativity are available in, but as per the
dynamics of the Curtis, Chui and Pavur (2020), it has been found that the Equipment Theory of
Organizational Creativity and Innovation The most important paradigm of this theory is that
work environments affect creativity by influencing the elements that contribute to creativity that
represent the fundamental source for organizational innovation. There are three main
components that contribute to individual or small group creativity: expertise, creative-thinking
ability and intrinsic motivation. In contrast, key elements of the broader work environment that
affect employee creativity are organizational motivation for innovation, resources (including
finance, time availability and employee resources) and management practices such as the
implementation of challenging work and supervision motivation. This model has received some
empirical support based on the role of its motivational components as a psychological
mechanism based on the work environment impacts on employee creativity, although other
components have not received as much research attention as the motivational component.
Ambidexterity refers to "the ability of a complex and adaptive system to manage and execute
conflicting demands by engaging in fundamentally different processes." Generally refers to
bilateral successful management, research (e.g., creation of new products) and exploitation (e.g.,
production and implementation of products) (Sankaran, 2020), As for the integration of
functions, on the one hand the distinction between active management and self-regulatory
processes suggests that both are required for the integration of functions performed by sub-
systems or at different points. Some support for the key commands of amphitheater theory has
already been published, so this perspective has the potential for future research, especially for
leadership effects in innovation processes.
Many writers are able to understand that leadership style is directly causal and strong,
with the effects of team innovation. Nevertheless, fewer studies of these effects in group-level
analysis have been conducted than one might expect. The staff will be ready
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Innovation only happens when people Think of new ideas, implement them and accept
them. It is very important to cultivate an organization culture. By accepting the idea, people will
start with performance. Managers should try to create optimization Why a lot, why questions and
a situation that can provoke the mood of employees questions for finding new ways and means
of doing things
Evaluation of the study and future improvement
The theoretical backgrounds reviewed are key structures in the field of creativity and
innovation in the workplace. Some have more empirical support than others, but they all
emphasize the role of different decision makers in the formation of an idea or the implementation
of ideas (Gasca-Hurtado, Gómez-Álvarez and Losada, 2021). The main neglect of this structure
is that they are each mainly centered on the first step (i.e., idea formation) or the second stage of
the innovation process (i.e., idea implementation). Furthermore, although different levels of
analysis are considered in each structure, some place more emphasis on the group level (e.g.,
input-process-output model), while others are more concerned at the individual level (e.g.,
individual model creation process). Future efforts for the theory should therefore aim at creating
multiple integrated structures that will encourage more bold multi-level designs to explore
factors in both creativity and innovation in multi-level analytics.
Moreover, teambuilding and leadership and organisational culture are important aspect for
shaping innovation and creativity at the workplace and it has been found that organisation which
create the correlation with these aspect brings the innovation more effectively and easily
(Josefsson and Blomberg, 2020). Also, following theoretical framework is lack with the various
dimension of the organisational innovation which is necessary in innovation and creativity aspect
of the business. Even so, the finding of these aspect are based on the secondary source of data
there is lack of accuracy in the fact due to their proper finding and being old. Even so, innovation
and creativity can be bring in the organisation by the using the frugal innovation which can make
the best of the rare resource of the organisation.
SECTION B
As being activities who learn by doing I found that in order to be success in the future there
is need to get into the action and learn the experience of the innovation and creativity in the
workplace in to trying to learn. Moreover, I have found that the pragmatist wants to know how to
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put the learning from the above report and from the module into the real practice. To be honest to
say I will stronger the my team working skills as psalmist in order to effectively build culture of
innovation by motivating the employees and creates a culture that rewards the innovation in the
workplace (Rothouse, 2020). I had a positive reaction because I wanted to learn new things. I
like to observe and practice, this is the easiest way for me. Key points: First you need to be a
good manager, you need to put your learning experiences into practice, second point you need to
put your strengths into practice, and the third important point is to put into practice the
experiences you have learned.
Academic competence is a type of behavior that students learn while studying at university
that are required to function successfully at the higher education level; Practicing these skills
leads to the development of graduate traits such as problem solving and analytical skills,
effective communication and creativity and innovation. Academic ability is made up of key skills
such as academic ability, presentation skills and reference, which affirm more complex skills
such as critical thinking and reflective practice. I have developed my academic skills for
speaking learning and writing professional email for the clients to be deliver, effective writing
and speaking are critical for an individual success in the future employability. Moreover, it has
been found that academic kills would contribute more in adopting the innovation and creativity
skills.
Communication ability means being able to communicate well, which is an important human
ability to send information to others. Communication is also considered an easy way to
communicate information in writing, visual, and verbal. I think communication skills are very
important at the organizational level and can help me connect with other members of team and
perform basic marketing activities such as planning, promoting, editing, directing and controlling
the work environment. I attended seminars where I became accustomed to interacting with
friends during presentations with Viva. I have confidence in my communication skills and I hope
this will help me achieve my career goals (Pan, Shang and Malika, 2020). If I do not have
experience in the field of marketing, I hope that the communication skills will help me to
establish my own work share in organisation. Help me to gain valuable experience. In my
communication skills class I have learnt about the three types of specch in communication which
are as follows-
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 Verbal speech which outline the meessge one wants to say and basically used in the
feedback
 Non-verbal: body language, assumptions and silence.
 Vocal: how we say it, (tone, pitch, pace).
In my class learning I come to know about the barrier of the effective communication which are
as follows-
Physics and Physiology Mass
These include distance, background noise, poor or inactive equipment, poor hearing, visual
impairment, and speech impediments.
Emotional and cultural noise
Emotions (anger, fear, sadness) and attitudes (to be right at all times, believing oneself to be
superior or inferior to others) affect objectivity, just as people make similar assumptions to each
other based on cultural background.
Language
Speaking different languages, having strong accents, and using slang or phrases can frustrate
communication and negotiation efforts.
Lack of eye contact
Eye contact is a surefire way to arouse suspicion in listeners, to distract them and make them feel
suspicious of you, not to mention invisible.
Information overload and lack of focus
More information can confuse your audience and surprise them if you overuse them with details
to avoid saying anything else they know.
Lack of ENTHUSIASM
If you do not trust your position, product, service or anything you are trying to sell, they will not
believe it.
CONCLUSION
From the above carried out study it has been found that the, It has been mentioned that there
is no limit to the invention. A product no one would have thought of innovation, and innovation
and creativity can create such great success. Report has pointed out that the innovation and
creativity redesigns, both technical and non-technical, present impartially strong evidence that
they provide a powerful benefit to companies regardless of the pressures of their operations.
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circumstances. Although there are no universal drugs to promote organizational creativity, there
are many factors can be identified that make creativity more possible. Also, following report also
concluded the reflection skills for the academic and communication skills development in order
to make better employability skills in the future
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REFERENCES
Books and Journals
Burger-Helmchen, T., and et. al., 2020. Financing novelty: new tools and practices to induce and
control innovation processes. European Journal of Innovation Management.
Curtis, M.B., Chui, L. and Pavur, R.J., 2020. Intention to champion continuous monitoring: A
study of intrapreneurial innovation in organizations. Journal of Emerging Technologies
in Accounting, 17(2), pp.119-140.
Gasca-Hurtado, G.P., Gómez-Álvarez, M.C. and Losada, B.M., 2021. Innovation and Creativity
in Software Engineering Education. In Latin American Women and Research
Contributions to the IT Field (pp. 141-173). IGI Global.
Josefsson, I. and Blomberg, A., 2020. Turning to the dark side: Challenging the hegemonic
positivity of the creativity discourse. Scandinavian Journal of Management, 36(1),
p.101088.
Kofinas, A.K. and Win, S., 2020. Reflections on the ontological mythologies of creativity.
In Handbook of Research Methods on Creativity. Edward Elgar Publishing.
Mayfield, M., Mayfield, J. and Ma, K.Q., 2020. Innovation matters: creative environment,
absenteeism, and job satisfaction. Journal of Organizational Change Management.
Miron-Spektor, E., Vashdi, D.R. and Gopher, H., 2021. Bright sparks and enquiring minds:
Differential effects of goal orientation on the creativity trajectory. Journal of Applied
Psychology.
Pan, Y., Shang, Y. and Malika, R., 2020. Enhancing creativity in organizations: the role of the
need for cognition. Management Decision.
Perignat, E. and Meloche, A., 2020. Synonymously different: Examining business students’
implicit theories of creativity versus innovation. Journal of Education for Business,
pp.1-7.
Rothouse, M.J., 2020. A Mindful Approach to Team Creativity and Collaboration in
Organizations: Creating a Culture of Innovation. Springer Nature.
Sankaran, V., 2020, July. Organizational Leadership: Igniting Creativity for Sustained Corporate
Success. In 2020 11th International Conference on Computing, Communication and
Networking Technologies (ICCCNT) (pp. 1-6). IEEE.
Serban, A., and et. al., 2020. Ethical and Empowering Leadership Styles and Follower
Creativity: A Meta-Analytic Review. In Academy of Management Proceedings (Vol.
2020, No. 1, p. 10204). Briarcliff Manor, NY 10510: Academy of Management.
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