Attitude is an important element of individual behavior in organizations. Attitude is the medium by which an individual gets to express his or her feelings or emotions, situations or ideas. If an employee states that he or she is being underpaid then this expression of him/her is the attitude the person has towards a particular situation (Griffin, 2012).
A person may be very dissatisfied, introvert or negative in a job setting but extremely happy, satisfied and outgoing in another. This depends upon the situation and environment that the individual finds himself in. Whenever an organization tries to analyze the reason for individual differences among its employees it must also take into consideration the work environment (Griffin, 2012).
A person’s ability to get along with others in an organizational setup is known as agreeableness. It results in some employees being good-natured, well tempered, cooperative and understanding in their behavior. But, some people may get irritable, short-tempered and uncooperative. Recent studies have shown that more agreeable people are better equipped to get along with their coworkers, subordinates and superiors than the less agreeable ones. Conscientiousness is said to be the number of goals upon which a person focuses. On the one hand the persons who tend to focus on fewer goals at one time tend to be careful, thorough, organized and responsible as they strive to achieve their goals. On the contrary, those who work upon a large number of goals get de-motivated, careless, less-organized and irresponsible towards their duties (Griffin, 2012).
Another of the Big Five personality dimensions is that of negative emotionality. This concept says that workers with less negative emotionality would be more poised, calm and secure. On the contrary employees with more negative emotionality would be excitable, reactive and prone to extreme mood swings. People with less negative emotionality would better handle job related stress, tension and pressures.
Self-esteem is a one of the concepts involved in organizational inducements. A person with high levels of self-esteem is more likely to get decent paying jobs and would be more confident in the performance of his duties. On the contrary, a person with low self-esteem likes to remain in low-paying jobs, is unconfident of his abilities and focuses on extrinsic rewards. Risk propensity is the degree to which a person is prepared to take risky decisions. An employee with high risk propensity is expected to venture on new products and come up with innovative ideas (Moorhead & Griffin, 2010).
Researchers have identified three main attributes of the creative process. These characteristics are mainly three viz. background experiences, personality traits and cognitive abilities. The main steps in the creative process are Preparation, Incubation, Insight and Verification. Experts are of the opinion that to make creative contributions to business and related activities a manager must have formal education and training in business. The second stage of the creative process is Incubation. It is that stage when the less powerful conscious concentration during which the knowledge and ideas acquired mature and develop (Moorhead & Griffin, 2010).
There are numerous ways available to the managers to enhance creativity in an organization. They can inculcate it in the organizational culture through clear goals. There are certain firms that make it a goal for their employees to earn a part of the earnings through new products. Another tool adopted by certain companies is to reward employees who achieve creative success and not be severe on creative failures. Organizations should always promote creativity and creative ideas from employees.
It is essential for all organizations to promote creativity. Organizations who wish to thrive must develop new models and those organizations that do not develop new models eventually turn obsolete. Yes, most organizations do stifle creativity in today’s times. They do so to promote their own interests and profits. More awareness and knowledge is should be imparted to such organizations which try to stifle creativity (Levitt, 2010). These organizations should be informed about the creative process and the positive impacts it makes on the employees.
Griffin, R.W. (2012). Fundamentals of Management, 6th ed. Mason, USA: South Western Cengage Learning.
Moorhead, G. & Griffin R., W. (2010). Organizational Behavior: Managing People and Organizations, 9th ed. Mason, USA: South Western Cengage Learning.
Levit, R. (2010, April 28). Rob Levit Creativity and Innovation Talks.