Organizational Creativity and Innovation Analysis: UFC Oman

This report delves into the significance of organizational creativity and innovation within United Finance Company (UFC) in Oman. It explores the necessity of fostering creativity and innovation, analyzing their impact on business performance and identifying associated challenges and barriers. The report examines organizational climate models for creativity, emphasizing the crucial role of leadership and human resource management in promoting innovation. The Amabile model is discussed to highlight effective strategies for enhancing organizational creativity, with a focus on employee motivation and talent retention. The report recommends that UFC focus on retaining talented employees and providing proper training to ensure they remain integral contributors to the organization. The analysis covers various aspects, including leadership styles, organizational structures, and customer feedback, to provide a comprehensive understanding of how to improve creativity and innovation at UFC Oman.

Running head: ORGANIZATIONAL CREATIVITY AND INNOVATION
Organizational Creativity and Innovation
Name of the Student
Name of the University
Author Note

1ORGANIZATIONAL CREATIVITY AND INNOVATION
Executive summary
The purpose of the following report is to demonstrate the role of the creativity and innovation
within the chosen organization United Finance Company in Oman. In this report, the needs for
the creativity and innovation within the organization. The effects of creativity have been
discussed within the paper along with the proper analysis of the organization as they look for
improving their business performance. The organizational climate for the creativity and
innovation has been discussed. It has to be mentioned the HRM plays a huge role in bringing the
creativity into the organization. The leaders should display the innovative and creative behaviors.
The Amabile model has been discussed to highlight on the organizational creativity and
innovation. The motivation from the leaders should be effective in invoking the innovation
levels. As per the findings from the paper, it can be recommended that the UFC should retain
their talented employees and the leaders should train them properly so they can be an integral
part of the organization.

2ORGANIZATIONAL CREATIVITY AND INNOVATION
Table of Contents
Introduction......................................................................................................................................3
Analysis...........................................................................................................................................4
Challenges and barriers....................................................................................................................4
Enhancement of the organizational creativity and innovation........................................................5
Organizational climate models for creativity and innovation......................................................5
First category...............................................................................................................................5
Second strategy............................................................................................................................5
Third category..............................................................................................................................5
Fourth category............................................................................................................................6
Fifth category...............................................................................................................................6
Role of the leadership and Human Resource Management.............................................................7
Conclusion.......................................................................................................................................7
Recommendations............................................................................................................................8

3ORGANIZATIONAL CREATIVITY AND INNOVATION
Introduction
The following report will focus on the organizational creativity and innovation in the
workplaces. The chosen organization for this paper is the United Finance Company Saog in
Oman. The creative leadership will be a major factor to be discussed in this paper. The human
resource management plays a very important part in the designing of the proper innovation in the
organizational context (Patel, Messersmith and Lepak 2013). The HR department always
promotes the creativity and innovation into the organization (Yidong and Xinxin 2013). There
are lots of challenges that can be found regarding the UFC in Oman and these challenges must be
overcome as well. This will lead to the betterment of the organizations. The contemporary
theories related to creativity and innovation should be discussed here as well. The creative aspect
is quite different from the productivity of the organization. This might be taken as very important
criteria for the organizational development. The aspects of creativity and innovation should be
encouraged within UFC. The leaders should always motivate the employees in the proper
manner.
Aim: To discover the importance of creativity and innovation in the business operations of UFC
Objectives:
 To outline the areas in which UFC can gain the competitive advantage by practicing
creativity
 To focus on the aspects of different types of innovation into UFC opertaions
Analysis
Creativity is considered to be a very important aspect for the proper growth of the
organization. Similarly, UFC will be focusing on the organizational benefits based on the

4ORGANIZATIONAL CREATIVITY AND INNOVATION
creativity of the organization (Ufcoman.com 2018). They must adopt some innovative strategies
that should cater to the improvement of the working environment (Dawson and Andriopoulos
2014).
Challenges and barriers
The different challenges in the leadership programs are the disruptions in the organizations. If
the managers of UFC begin to de-motivate the employees by throwing racial comments towards
them, this would surely pose a negative impression on the minds of the employees. This can be
used as the example for the barrier in leadership (Montag, Maertz Jr and Baer 2012). There are
different reasons as to why the organizations suffer from so many complications today. These are
the changes in the leadership methods, organizational disruption, chaos in the employee level
and not being able to adapt in the changing business environment (Mumford, Medeiros and
Partlow 2012).
Enhancement of the organizational creativity and innovation
Organizational climate models for creativity and innovation
Organizational creativity mainly depends on the level of freedom the employees have to
work according to their new ideas and implement them in the challenging situations.
First category
The first category is the encouraging the creative aspects within the employees. the
organizational managers should go for the risk taking through the organizational engagement
(Amabile et al. 1996). The organizations will need to cater to the different complications as they
have to target the innovation process. The outline for the organizational design will have to be

5ORGANIZATIONAL CREATIVITY AND INNOVATION
drawn. This will help to encourage the creativity and innovation in UFC (Littman-Ovadia, Oren
and Lavy 2013). There are some blocks related to leadership strategies for the creativity and
innovation within the organization.
Second strategy
The second strategy is the ‘autonomy of freedom’. The fact is the motivation among the
employees in a high amount. They must have the control over their works and activities. UFC
Oman must understand these things properly (Cai and Yang 2014). However, the organizations
which are adaptive should cater to coping up with the competitive threats.
Third category
The third category is the ‘Resources’. This symbolizes the allocation and availability of
the resources. The adequate resources must always be present there along with the creative
mindset of their mission is to be the best finance company in the community and for their
stakeholders as well (Fairhurst and Connaughton 2014). These resources are a barrier if they do
not fit to the innovative aspects within the organization. The implications of the resources will be
huge if the feedback is taken from the perspectives of both the managers and employees.
Fourth category
The fourth category is the “Pressure”. This means that the organization should always
work in the challenging business environment. This will definitely increase the creativity among
the employees and the managers. If the employees learn to handle the workload this will be a
boost for them (Amabile et al. 1996). The workload on the employees will lead them to handle
the pressure properly indeed. UFC Oman should always train their employees about the nature of
work they actually do. Moreover, there are some organizations that give encouragement to the

6ORGANIZATIONAL CREATIVITY AND INNOVATION
experimentation. The organizational learning should always be encouraged in regards to UFC. In
time of extreme work pressure, the cross functional teams should focus on different new and
innovative ideas.
Fifth category
The fifth category is the organizational barriers for creativity. The corporate management
structure has been quite complex and that works as a barrier for showcasing the creativity. If the
employees do not get the proper motivation, it works as a negative effect on the minds of the
employees (Littman-Ovadia, Oren and Lavy 2013). They should be motivated to provide
something new and innovative (Braun et al. 2013). The customer feedbacks should always be
sought from the customers as they deal with different customers. The resources of the
organizations and the core competencies should be evaluated by the leaders. This should help in
the betterment of the organization.
One of the most important things in this context is the training and development among
the employees so they can develop their skills continuously.
Role of the leadership and Human Resource Management
The role of the leadership is a very important place in the creativity of the organization.
The leaders or the managers should always look for the better opportunities wherever applicable.
The leaders have to be creative in their behavior and their skills as well (Yukl 2013). This will
help them to recognize the creative skills for the organizations.
The creative thinking among the employees has to be encouraged (Goetsch and Davis
2014). The organizational learning should be encouraged by the leaders. The HR department
should be focusing on building a proper employment relation. This will be very interesting build

7ORGANIZATIONAL CREATIVITY AND INNOVATION
a competitive strategy based on creativity and innovation. However, the proper recruitment and
selection process will enhance the quality management in UFC.
Conclusion
This paper can be concluded by saying that the organizational performance can be made
better with the creative mindset from the employees. The various social and organizational
impediments should be overcome by the leaders as they implement several creative strategies
into the business operations of the UFC Oman. This will lead to the organizational success and
development. The Amabile model for the organizational climate on productivity and innovation
has been implemented in this paper effectively (Garcia-Morales, Jiménez-Barrionuevo and
Gutiérrez-Gutiérrez 2012). The role of the leadership and HRM has been discussed in this paper.
The poor communication between the employees must be overcome as well. The proper
implementation of the creativity and innovation will lead to the betterment of the organization
and lead them to grow. Some things will have to be kept in mind like the difference between the
organizational and individual creativity. The creativity of the individuals should be supported by
the creativity of the organization. The effects of leadership have huge impacts on the
sustainability on the organization. The leaders should manifest their skills and overcome all the
barriers positively. The leaders of UFC should focus on selecting and recruiting the best
employees for the benefits of the organization. Thus the employees should look for the
betterment in their organization. Moreover, the organizational managers should support the
innovation process among the employees. The performance measures of the employees should
be evaluated. The leaders should focus on building a proper model focusing more on the
organizational structure and culture. The expertise of the employees should work as an important
source for innovating new ways of organizational sustainability.

8ORGANIZATIONAL CREATIVITY AND INNOVATION
Recommendations
United Finance Company in Oman must take up some innovation systems within the
organization so they can reach their desired heights. The leaders of the organizations must adopt
the critical thinking process that should lead their employees for making better decisions with
innovativeness. The managers must learn to take the necessary risks within their business
operations. The employees should indulge in teamwork and collaboration. This should lead them
towards the organizational growth. The recruitment, selection, training and development should
also be considered from the innovative prospects. The employees should always be very faithful
towards their organization. The culture of the organization should be treated with much effort.
As they operate in a very challenging business environment, they will require implementing the
climate models of creativity into the organization. There are some challenges in the
organizational growth through creativity like the adoption of the autocratic leadership styles and
the wrong organizational structure (Lunenburg 2012). The chosen organization UFC should be
focusing on improving the culture and structure of the organization. The leaders should be strict
about providing the best opportunities to the employees for showing their creative aspects. They
should be given more rewards for it as well. If the HRM department feels about the changing the
structure of the organization, this will be done according to the culture of tbe organization. The
climate model regarding the organizational culture should be followed. The different important
strategies must be taken by UFC so they can benefit from this. The appraisal system should be
included in UFC to give the proper honor to the employees for their work.

9ORGANIZATIONAL CREATIVITY AND INNOVATION
References
Amabile, T.M., Conti, R., Coon, H., Lazenby, J. and Herron, M., 1996. Assessing the work
environment for creativity. Academy of management journal, 39(5), pp.1154-1184.
BARNES, S., 2018. CREATIVITY AND INNOVATION. Knowledge Management Matters,
p.75. (Barnes 2018)

10ORGANIZATIONAL CREATIVITY AND INNOVATION
Braun, S., Peus, C., Weisweiler, S. and Frey, D., 2013. Transformational leadership, job
satisfaction, and team performance: A multilevel mediation model of trust. The Leadership
Quarterly, 24(1), pp.270-283.
Cai, S. and Yang, Z., 2014. On the relationship between business environment and competitive
priorities: The role of performance frontiers. International Journal of Production
Economics, 151, pp.131-145.
Dawson, P. and Andriopoulos, C., 2014. Managing change, creativity and innovation. Sage.
Fairhurst, G.T. and Connaughton, S.L., 2014. Leadership: A communicative
perspective. Leadership, 10(1), pp.7-35.
García-Morales, V.J., Jiménez-Barrionuevo, M.M. and Gutiérrez-Gutiérrez, L., 2012.
Transformational leadership influence on organizational performance through organizational
learning and innovation. Journal of business research, 65(7), pp.1040-1050.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Littman-Ovadia, H., Oren, L. and Lavy, S., 2013. Attachment and autonomy in the workplace:
New insights. Journal of Career Assessment, 21(4), pp.502-518.
Lunenburg, F.C., 2012. Organizational structure: Mintzberg’s framework. International journal
of scholarly, academic, intellectual diversity, 14(1), pp.1-8.
Montag, T., Maertz Jr, C.P. and Baer, M., 2012. A critical analysis of the workplace creativity
criterion space. Journal of Management, 38(4), pp.1362-1386.

11ORGANIZATIONAL CREATIVITY AND INNOVATION
Mumford, M.D., Medeiros, K.E. and Partlow, P.J., 2012. Creative thinking: Processes, strategies,
and knowledge. The Journal of Creative Behavior, 46(1), pp.30-47.
Patel, P.C., Messersmith, J.G. and Lepak, D.P., 2013. Walking the tightrope: An assessment of
the relationship between high-performance work systems and organizational
ambidexterity. Academy of Management Journal, 56(5), pp.1420-1442.
Ufcoman.com (2018). UFC Oman - Home. [online] Ufcoman.com. Available at:
http://www.ufcoman.com/ [Accessed 15 May 2018].
Yidong, T. and Xinxin, L., 2013. How ethical leadership influence employees’ innovative work
behavior: A perspective of intrinsic motivation. Journal of Business Ethics, 116(2), pp.441-455.
Yukl, G.A., 2013. Leadership in organizations. Pearson Education India.