Example Of Creative Problem Solving: Describe Approaches To Creative Problem Solving And Ways To Encourage Creative Problem Solving Among Employees. Essay
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Business: Training Session Hand Outs
There are problems that are bound to arise during everyday work. These problems can be encountered in processes and even in terms of products. Creative problem solving involves the use of readily available material to come up with a solution to the problem with low costs in terms of resources and time. Innovation and invention are ways in which creative problem solving can be used. The difference is that innovation uses already existing solutions while invention requires the creation of an entirely new solution.
There are a number of ways to encourage employees to creative problem solving;
Shifting employees’ mental state
This method has been used effectively to help employees to come up with creative solutions. When trying to come up with a solution, the employees can be tired mentally from continuously focusing on the problem at hand. Shifting the mental state can involve relaxing. A change in mental state has been shown to make people get ideas, which might have eluded them in stressful conditions.
Reframing the problem
The way employees understand a problem might be the reason why getting ideas for solutions might be difficult. By simply reframing, the problem in a different way might open up avenues for the employees to come up with new ideas.
Facilitating multiple ideas
Different people have different ideas towards solving the same problem. By allowing employees an avenue to express their ideas might lead to coming up with a new creative solution. Usually, after such facilitation, the new solution consists of the best of all employees’ individual ideas.
Changing the perspective of the employees
Difficult problems are difficult to solve. However, the perspective of the employees can be changed by associating the difficult problem with a simple problem, which allows employees to think differently and come up with new solutions.
Employee motivation: Identify ways to generate motivation during times of organizational change.
Provide information on the changes
During times of organization change, motivating employees in their work can become difficult. This is because of the uncertainty created by the changes. Employees can be motivated if the manager provides them with all the information concerning the changes. It is particularly important to provide employees with information on the changes that are going to directly affect them. This removes uncertainty and motivates employees to continue giving their best.
Involve employees in decision making
Another way to motivate employees during times of organizational change is by involving them in decision-making. When employees are involved in the decisions regarding the changes, they are motivated. This is because they know how the changes are going to affect them at work because they were part of the decision making structure while implementing the changes.
Encourage employees to have a sense of ownership
Employees can be encouraged to have a sense of ownership of the change process. The process should be centered on the employee and how the changes in the organization are going to improve the working conditions of the employees. When the employees initiate he change, they feel a sense of ownership and remain motivated on the job.
Employees can be motivated during times of organization change by celebrating successes of the change. If the changes are successfully implemented, there can be a celebration to motivate the employees.
Use performance as the base for rewards
During times of change, there are many uncertainties. During such times, it is important to base any rewarding of employees based on their performance. This shows that performance will remain the benchmark upon which all of them will be assessed. This motivates them to continue working hard in their respective jobs within the organization.
Leadership: Identify the role of the leadership in the innovative culture of an organization
A leader is very important in the innovative culture of an organization. The leader can be the initiator of the innovative process. This means that the leader comes up with ideas on how to do things and passes these ideas to people working with him or her. Once the idea is shared, members of the team can participate in developing the idea into a solution for a problem.
The leader is also responsible for identifying positions in the organization that need to be filled. The leader then searches for suitable candidates who can fulfill the role. The leader is aware of the strengths of their current team and looks to recruit individuals who will complement the strengths already available.
A leader is also responsible for encouraging members of his team to come up with innovative solutions to problems. This can be done by listening to suggestions from the team. Usually, the team is responsible for doing the actual work and is likely to come up with better solutions. If the leader provides an avenue for listening to their ideas, they encourage innovation within the organization.
The leader is responsible for managing the team to ensure that they deliver what is expected of them. Different people work differently and it is the responsibility of the manager to ensure they work effectively together for the best results.
Providing a suitable working environment
Proctor, T. (2005). Creative problem solving for managers: Developing skills for decision making and innovation. London: Routledge.
Rothwell, W. J., & Kazanas, H. C. (1999). Building in-house leadership and management development programs: Their creation, management, and continuous improvement. Westport, Conn: Quorum.
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