Browsing: creativity

Introduction. An appreciated manager coordinates efficiently the team and both his abilities to be a leader and assume his decisions is crucial for the success of the project. In the empirical study “O nouă abordare asupra învățării practice” several conclusions show that some leadership problems were related to the prioritization of the objectives, an efficient coordination of the members by the leaders, fear in assuming the leadership, not defending the leadership position and tension within the group when facing competition. As a leader, a certain state of mind is required to solve a long-term goal, to have a consistent behavior and adapt a certain leadership style to motivate in a specific situation the members of a team. In an emotional intelligence approach, controlling the afflictions of the mind means reducing the barriers towards being “able to” manifest a leadership style.

Aim of the study. The aim of this article is to argue that the quest of developing leadership skills can become useless when the leader fells into an inappropriate state of mind.
Keywords: emotional intelligence, leadership, afflictions of mind, leadership styles, creativity.
JEL Classification: J50, M12, M54

Introduction. Much of the empirical research has defined creativity as an outcome, focusing on the production of new and useful ideas concerning products, services, processes and procedures. Using this definition, research has examined creative solutions to business problems, creative business strategies and creative changes in job processes.

Aim of the study. This paper provides a review of old and new research examining contextual factors that can foster or hinder creativity at the individual and organizational level. In particular, we examine the role of leadership and the use of different human resource practices for developing a work context that is supportive of creativity. In the end, we discuss practical implications for managers and highlight some directions and areas for future research.
Keywords: creativity, intrinsic motivation, risk taking, organizational climate
JEL Classification: O31, O39, M12

Introduction. From the perspective of leadership change symbolizes the existence of the organization. Most assuredly, this is not a matter of change at all costs, but rather of increasing organizational performance and training people. As leadership is a creative activity, in this paper, we aim to show that the unconventional is closely connected to creativity.

Aim of the study. From the perspective of interpersonal relationships the leader has to continually create contexts in which people can express themselves. On the one hand, the success of leaders is contingent on the moment the development of their personal career starts. On the other hand, the team is thus given the opportunity to develop. In order for people in an organization to acknowledge a leader’s point of view, it is essential that the latter be compelling. From our point of view, most unconventional leaders possess an informal educational component which allows them to reveal their true potential without any constraints. When we talk about potential we have the native constituent in mind, whence we can adduce a few terms that define realities such as: multiple intelligence, emotional intelligence, social intelligence, adaptive intelligence, spiritual intelligence. The examples that we share in this paper, regarding the development of projects and organizational systems, state the ways in which unconventional leadership can occur. The unconventional leader will be ingenious, innovative, creative, charismatic, a finalizer and an example in the eyes of the team.
Keywords: unconventional, creativity, leadership, innovation, network.
JEL classification: M100

Introduction. Management has become a subject of major interest in different domains such as political science, history, psychology, sociology or business for centuries and led to numerous researches. As a concept, science, discipline, philosophy and practice, management aims at achieving both efficiency and effectiveness. To survive and prosper in today’s highly competitive business world companies need to be managed in a creative way.

Aim of the study. The aims of the paper are to define the concepts of management and creativity, and to present the case of Honda, one of the most innovative companies around the world. The research is based on a case study.
Keywords: management, creativity, company, Honda
JEL Classification: M1

Introduction. It has long been recognized that entrepreneurship is the vital force that drives innovation and economic growth. Entrepreneurship is shaped by a portfolio of forces and factors.

Aim of the study. In this paper we want to underline that entrepreneurial leadership is critical for the achievement of entrepreneurial goals. Also we try to identify commonalities between the two domains, entrepreneurship and leadership, with a particular focus on what entrepreneurship could gain from more explicit incorporation of some leadership issues. Since change is constant, organizations need to be more flexible on their path to growth. In this process, entrepreneurs undergo a process of identity change by acquiring new behaviors and skills that sustain organizational transformation. Moreover, by adopting a sympathetic leadership style, entrepreneurs accommodate both creativity and organizational synergies that may help their organizations to develop and prosper.
Keywords: entrepreneurship, leadership, creativity
JEL Classification: M19, M29

Introduction. Intensive learning methods, collecting significant information from case studies generate value and powerful business solutions. Facing avant-garde competitors and the real improvement of internal processes represent the stakes of high-performance companies. Opportunities also mean taking risks that make the difference between conventional solutions and unconventional solutions. In such circumstances, the differences are also achieved by the quality of the evaluation and the selection of team members.

Aim of the study. The paper aims to briefly present the relation between creativity and innovation and the ways in which a modern management can favourably influence the employees’ attitude in various contexts so that they are creative and, at the same time, finishers. We can mark out the fact that the management of a company can design intensive learning methods and facilitate the exchange of ideas in order to increase the speed of innovation in business.
Keywords: Creativity, innovation, management, leadership, competencies, roles

Introduction. The future of organizations depends decisively on their ability to constantly improve their technologies and processes and, on this basis, to develop new products and services that correspond in quantitative and qualitative terms to the evermore diversified requirements of the demand bearers.

Aim of the study. The paper addresses relevant aspects related to creativity and innovation as inexhaustible sources of sustainable competitive advantages. The conceptual framework of creativity is defined and the important phases of a creative process are delimited. The main types of innovations are briefly presented, while at the same time the variables defining the innovation capacity of organizations are revealed. The final section of the paper highlights the key role of management in stimulating creative and innovative processes within organizations and in developing innovative projects.
Keywords: organization, creativity, innovation, management, sustainable competitive advantage.
JEL Classification: M10, L21, O31, O32.

Introduction. Human resources management has been always a subject of debate when an organization started to analyze different approaches of reaching goals and fulfill objectives, especially when labour legislation come to discussions from the manager’s point of view. By so, ignoring the fact that human resources management has been tackled down by the instruments that has to be offer using knowledge and the special literature in the matter, we should take the opportunity and take a short regard from the personal perspective of the worker, both executive and non-executive, and to see if personal approach of creation is more or less valuable than the innovation of the science. In doing so, we consider proper to use Peter Drucker and Warren Bennis theories, that bring a path to the management and leadership works. We have to take into consideration that management is a science in the very perspective of the knowledge and by the principles that has to be respected when applied to obtain performance, well – shortly speaking – something that is learned, when the leadership is becoming more and more a science, but with a fresh personal start, taken from the features of one’s character that are given by birth or by a strong education and model.

Aim of the study. We consider that management – developed as a science, has a more theoretical approach, when leadership has a more personal, abilities related approach. Everything has to do with the fact that the society, in its continuous search for performance and economical gain, reached to a point where the management had no answers facing the capacity of one individual to be better by using his or hers ability to do things. By noticing that limit of the science of management and the unlimited individual capacity to bring more and more solutions, we must see what is the very perspective of both human resources management and labour legislation when it comes to create organizational politics for its future progress and development, because we must decide what should we do: choose management’s innovation or leadership creativity?
Keywords: leadership, management, human resources, creativity, innovation

Introduction. Without a comprehensive and generally accepted definition, but with a long history, the innovation concept is used, in different approach, for almost all areas of live. It has been, and continues to be an important topic of study in all spheres of science and a term often used by policymakers, practitioners and academics from various fields. The “need for innovation” appears in all spheres of science, new innovation theories continue to develop, and a tendency to shift the innovation models from macro-level to organization (firm) level is manifested.

Aim of the study. The paper offers, from the autopoietic system theory perspective, a new vision of the innovation concept, which can be interpreted as similar, but not equal, with the survival knowledge process. We propose a new approach of the concept of innovation as knowlegde, both for new possibilities of evolution of the organisation, as well as for new, yet inactive, perturbation in enviroment and internal organisation (structure). Moreover, the more knowlegde is embeded in the organisation, about the enviroment and internal structure, the numer of possibilities is reduced (even if the reduction is from a high number of infinities to a lower numer of infinities).
Keywords: innovation, autopoietic system theory, creativity, knowledge, system view of creativity
JEL Classification: A10, O00, O30

Introduction. Firms seeking competitive advantage therefore face a paradoxical situation. If they embrace diversity, they risk workplace conflict, and if they avoid diversity, they risk loss of competitiveness. The advantages and disadvantages associated with workforce diversity put organizations in a position of managing a paradoxical situation. To give support to this assertion, the paper considers what is meant by diversity, how it is best managed, what its relationship with creativity and innovation might be and how the problems created by the management of diversity, creativity and innovation might be resolved.

Aim of the study. This conceptual and discursive paper argues that diversity is a recognizable source of creativity and innovation that can provide a basis for competitive advantage. On the other hand, diversity is also a cause of misunderstanding, suspicion and conflict in the workplace that can result in absenteeism, poor quality, low morale and loss of competitiveness.
Keywords: management, creativity, innovation, human resource
JEL Classification: M10, M12, M54