Topic: How does creativity influence the future of work in organisations?

Case study analysis

This one deals with a case study upon which students have to draw some analytical and critical inferences. It is expected that students will draw from lectures and academic literature to write it. It is also expected that this will be an original piece of writing that brings some insight and understanding of the case under discussion.

Case-documentaries: How does creativity influence the future of work in organisations?

This clip are just example, you don’t need to use them.

The documents and documentaries above show and describe the importance of creativity for the future of work, especially in the creation of new jobs. It seems, as it is described in one of the documentaries, it is the new ‘literacy’ of the workplace required to succeed in this new volatile and unpredictable world. It is important, then, to think how we can help organisations to embrace ‘creativity’ in order to face these new unpredictable challenges. 

From the information above and imagining you have been asked as a consultant to intervene in an organisation in order to develop a programme that deals with ‘creativity’, your task is to design a programme that contribute to fostering a culture that  promotes creativity in an organisation.

You may choose any organisation to write down your answer. For instance, this can be asmall or large organisation, located in a small town or large global capital, government institution, etc. Is close to the real organization because it easier to use some of the date, graph and table (This graph and etc doesn’t count toward word count)

In order to help with your answer, consider the following:

  1. Analyse/diagnose the main issues associated with Failure
  2. Design a plan and strategies for changing and creating conditions for overcoming fear of failure (think of ethical consequences here as part of your design).
  3. Describe how you will implement your programme.

It is important, as a consultant, when you construct your analysis, plan and implementation strategies that you focus on one organisation that can help you in the design and creation of your programme. The above suggestions are not intended to limit your own creativity and you may decide to take a completely different route to address this issue (such as focus on a particular community or region of the world).

More information

– Emphasize: diagnosis is essential, it is where you identify when you look at the context, what are the problems that you want to change, what are the key aspects affecting this; design has to do with the different tools, models that you identify; usually implementation is usually less and emphasis more on the other two, implementing is tricky

Audience: managing director of the consultancy we work for (our boss)

organization should at least be close to reality organization! to go for real organisation it might be difficult to get their data, need to know: size, sector, etc. what are the characteristics of that organisation that we might find through diagnostics

creativity: safe environment, people have to feel safe to fail

Emergent change is change that isn’t planned from the top, it is more about creating an environment where people feel empowered to suggest ideas, but there are a number of things you need to have in place in order to do that. opportunities for collaboration, communication, leadership support, all these of concepts are really important

she looks at how we are emphasising at having a process – she expects to see strategies

diagnostics around creativity, what are the criteria that foster creativity, look at how you could create diagnostics that could help you identify that those practices are in place

diagnostics: not just how people are feeling, but WHY they are feeling this way; what she wants to see is that we took that deeper dive

we make up a company, make up issues, come up with solution Liz “the realer you can make it, the better”

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