Human Resource Creativity - Essay Example

Human Resource Creativity Name: Affiliate Institution: Human Resource Creativity Introduction Human resource is a vital sector both locally and globally. Dean Juniper wrote an article with an aim of involving creativity into the human resource docket. Dean is a personal manager, a position he intends to use through the article to drive his point home. He has a simple suggestion scheme that is intended to be a creative resource that will spearhead the organization transformation which is dependent on the human resource creativity to access the right manpower from both locally and internationally. However, the human resources have been selected wrongly into misplaced professions that have led to organization collapse. Dean tries to highlight all the several errors that are done by the managers that lead to the poor performance of employees and industry. The author uses pragmatism and creativity theory to outline a viable strategy that keeps the workers encouraged while directing their creativity towards realizing the objectives of the firm. This has a resultant impact in the self-reward process (Juniper, 1996). The aim of this paper is to analyze Dean's article critically to see its strengths, weaknesses, and the recommendations required to ensure that the suggestion scheme is well implemented to transform the organizations performances. Summary David has been a personal manager after which he was given the task of ensuring that the organization was able to implement creativity in its dealings in an aim of broadening the profit margins. The author sits and takes deep breathes while having a pen and a sheet of paper ready to outline the suggestion required to ensure creativity in the organization. He starts by analyzing the suggestions committee that is endowed with the responsibilities of advising the organization towards its set goals. He strategies to use the suggestion committee as the vehicle towards having a fully creative organization with a promising performance (Juniper, 1996). David starts by assuming the employees position. He perceives that this employee is aiming at being very creative, but has a suggestion to make. He gave the following reasons as to be the main causes of the committee dysfunctionality. The first reason is to give as lacking the evidence that shows that a suggestion that was done by the head office was implemented and accepted by the management. The lack of evidence has been a long time failure of most strategies that are raised by the head office. The next reason was based on the fact that the management has the tendency of dragging all the suggested ideas. This mainly blocks the suggestions that require an urgent and fast implementation to ensure good results. Additionally, the failure to make the approaches by recording the events in writing has been the other inhibitor of creative management in an organization. Presenting complex ideas is not effective if done orally, therefore, the suggestions should be made in writing to ensure that all the worthwhile suggestions are not locked out of the discussion panel. The committee has also been malfunctioning due to failure to invite suggestions from all people including the disenchanted employees who ignores the committee, therefore, losing their creativity in the organization leadership that we want to embrace with creativity. For creativity to bear fruits, we need to mobilize every tool we have and is of potential help. This is the challenge that passes through David’s minds as he brainstormed alone (Juniper, 1996). The dysfunctionality is triggered by the fact that it is not advisory, guiding, or instructional in its role. This can be observed through the displayed by the gross coherence in philosophy animation. Also, the committee has a bad record where they turn down a suggestion given, only to later use it without acknowledging the original proposed to enhance their creativity through appraisals. The seventh count as to why the committee is termed to be underperforming is inclined to the fact of having a rigid accountability attitude, which leads to failure to reward the pioneers of the already adopted ideas and suggestions. Therefore, only the committee heads are accrued the full acknowledgment for originating the ideas. The unquantifiability ensues where the advantages of implemented suggestions are gained by different people as the owners go unrewarded. Last but not least, the committee is cited to have a problem when to report its decisions to the investors. Now and then, the person giving a suggestion is briefly told the idea is quite uneconomical, and the committee gives no real tangible feedback. The ideas implementation is largely based on luck instead of analyzing while inclined on an intrinsic merit behind the whole idea. Also, the committee is vested with confusion as to whether the rejected ideas are merit or demerit to the employee with a perspective of making them enhance their skills and organization promotion. Finally, there lies uncertainty about the committee as to whether they are watertight. This mostly comes into play when some of the suggestions did affect the senior employees, and for this reason leads to thinned account for the suggestions made to enhance the technical proposals (Juniper, 1996). Analysis The article uses a character named as David, who is entitled to ensuring that the organization remains creative in its operations. David acknowledges that it is not sufficient to only solve the abovementioned defects for it takes renovation, which is a different level intelligence to change and reform. Transformation is the same as renovation as highlighted by the author, and therefore, it is unwise to conclude that the above critique can be justified. The article is tailored in an aim of finding the extra dimensions that are meant to help the committee to transform towards being a powerhouse of creative organizational behavior. The author uses David to analyze carefully the possible options that are meant to ensure creativity in the firms. Clearly, the article is involving and offers insight to every potential leader on how the human resource department should embrace creativity to get the most competitive and viable employees who are brought in to help attain specific set goals. The recommendations that are made in the article are well laid where they are termed as hard to implement, others are agents of inconsistency, but all are as well very vital to be implemented. The author gives incites of everything that the HRM (Human Resource Management) can adopt to ensure creativity and at the individual levels. Every event takes place in the minds of David where all the possible actions are throughout, and the most effective one gets adopted (Juniper, 1996). For instance, David resolves to relabel all the as well as restate all the suggestion in a creative manner to ensure that the original suggestions remain consistent. He endeavors to ensure that the committee members are in a passion for seeing that the creative productivity is within reach. David uses the trial and error method to realize his probable next move regarding the issue of HRM creativity implementation. He acknowledges that everyone has their level of creativity, and it makes the productivity seize being a decisive option, but the main agenda is to revolutionize the workforce in the global organizations. After a long time meditation, David resulted in a conclusion that the process requires a strategy to attain is productivity. He arrives at these six to-dos. (1) Reform the rewarding system by inducing creativity, (2) altering the creativity feedback, (3) organizing a pile of creativity workshops for creative groups and individuals, (4) convincing the workers that creativity is a thing for all of us, (5) transforming the committee’s philosophy, and (6) ensuring that the workforce embraces effective and creative productivity (Juniper, 1996). The suggested workshops are made depending an analyzed format that will allow positivity of the implemented task forces. The article is written in an engaging manner that allows the reader to be informed in a creative manner that aims to make everyone creative. The article offers solutions to a lot of the challenges that are faced by the current organizations. The vices that are meant to make the creativity strategy have been well laid theoretically. However, the article lacks the qualitative and quantitative analysis, and the method of research has not been outlined well. Conclusion The defaults mentioned above have been well outlined with the possible solutions recommended. David offers the solution to the ten problems that are out to inhibit the success of been creative in the process of managing the organization. He remains rigid with the suggestions that must be done to ensure that the suggestions committee is reformed to ensure productivity. The originators of all the adopted ideas should be recognized and rewarded accordingly to encourage the creativity efforts within the employees. The author finally warns of doing the invidious comparing mistakes, avoiding the envious promotions within the organizations, and embraces a culture of no animosity within the departments to ensure full cooperation of the workers towards the objectives of the company. The design applied should be of high creativity to ensure that the correspondents remained encouraged and focused toward making creativity one of the vital drivers of global development and transformation in all organizations. Reference Juniper, D. (1996). Human resource and creativity. Work Study, 45(7), 15-22. Read More