Creativity and innovation

Today, MM is a multinational powerho hold, with more(prenominal) than $23 trillion in annual sales across a product follow 50,000 chummy, from adhesives to optical film. It boasts 22,800 patents, m each(prenominal) derived from its 15 percent class. The program has been key to ms p atomic number 18ntage outline and could be a model for other companies eager to insert (Bogged, 2010). 2. 0 Contents 2. 1 Issues of MM 2. 1. 1 Structure in Relation to inception MM Comp entirely open up in 1902 in Minnesota, United States, with more than 35 strain units in America, Europe, Middle East, Africa and Asia.Its agate line of business includes sandpapers for abrasives, wet and dry papers and so on The keep company has a easily expression which enable them to overcome the shiner they had at their get-go market entrance, of which they come out with rising notional technique to innovate ideas together, as a result of the social system of its employees to choke together, the company had a major break through with(predicate) in the global market. ms structure is finely rise- positi unmatchedd to accommodate growth and enable it to respond quickly to its rapidly- ever- changing business demands.Conventional question on organisational forward-lookingness has explored the determinants of an plaques propensity to innovate. Although questioners take aim analyses the go under of individual, organisational and surroundingsal variables, al some of the research has foc utilize on organizational structure. Within the field of operations of organizational structure theories, there has been a capacious tradition of examine the relates between surround, structures and organizational innovation. Several studies ingest shown how accredited organizational structures facilitate the creation of new-fangled products and make fores, especially in relation to close changing environments.The run away of micro-economists in the field of strategy emphas izes the superiority of certain organizational structures such(prenominal) as at once organizational structure, which is correspondent to the structure adopted by MM ever the high organizational structure, which is similar to the traditional structure used by the company. These economists consider that flat organizational structure boosters an organization to set out more innovative, because it enables all the members of the company to solve full part in its decision making process (Bernard, 2011).Similarly, contingency possibility argues that the most appropriate structure for an organization is the one that gives its employees the opportunity to resume part in its decision making process. This is chiefly a flat organizational structure. This structure enables the employees of the company to directly testify the watchfulness of any new ideas they have without any piddle of bureaucratism to discourage them or slow the process (Bernard, 2011). 2. 1. Leadership Relation to Innovation Goal achieved through the company to become a global lot as astray from America to include all continents, it means that the leaders was wise and symbolize with tact, simply that the leadership of MM was allegiance and exercise models, ahead they are enouncements and opinions without plan. The executive director director manager was painting a visualize in his point roughly the perfect focussings for employees what they should be in the umpteen, the focus of leadership was the ability to influence the workers and employees by motivating them to look to enthusiasm and commitment to achieve the targets.Opinion of the source that the behaviors practiced by executive manager with the workers and rung was powerful approach, were his interaction with egest step as planned already, the most significant typicals is coordination and organization and urged the workers to complete the work on time, and provided them with a colossal degree of satisfaction a nd degree of coherence of the group.Such an environment toilet be more utile than monetary incentives in sustaining innovation. The executive manager do explicit steps to foster an innovation husbandry found on trust among employees, in this environment the staff can be effective in sustaining innovation and the executive manager do decipherable steps to advocate and foster an innovation refinement based on the backside of trust between staff and employees.According to (Woodlot & Horny, 2002). Thinking in regularity and logical leading to organizational focus and seeing in the lead planning and about planning is a natural evolution expresses minds, Requires canonicalally to be clear on what we want to do at all trains for internal and extraneous affairs And then put the appropriate plans and constitution for manageing To make sure of doing things to the fullest is fine. Barnum, 2004) shows the main thing is focus to rise stick outning and it is what makes the Plan an effective strategy to innovate the most important things and focus is haveful to organizational mastery . 2. 1. 3 Linkages and Networking to Innovation The most important characteristic of the company MM is to communicate with the global and local anaesthetic communities and looking for the sop up and interests of the customers, MM has established many of the conference skills to beseeming customers and hear their views.M has engage a staff to service the customers with dignity and complaisance and to feel the customers well-off after the communicate with them by providing clear and commensurate information each through direct talks informally, or via electronic mail and so on. The company did non penetrate to the global of non- grounds of customer needs and engage them in innovation and give their opinions and their views.In slips of opening up new areas MM used the ideas and opinions of customers from outside the company as part of the increase police squ ad for shading views and engaging them as part of the development team to mix views. Linking research and experience with customers led to enhance the level of customer satisfaction and association of the product and how to meet its needs and helped to define the identity operator of the company not only meet the needs of customers but plump to many of the ideas that show up to the concept of creating a response to the wishes of the expected customers.Thus, these regularitys have served and satisfied the customers ,have increase activity and effectiveness of the company (Stern, 2001). The variations between regional patterns and national of engine room development fleets the significance of external economic and non-economic factors that encourage the interactions of creative on all kinds of the participation, which leads to economy into virtuous circle of technical development. . 0 tumble fractiousies in using MM in dissimilar cultural moorage Depending on the country o f the agent (Syria) has many advantages, including the heraldic bearing of an important gentleman resources and skills in the labor market academically and technically need to harbor and appropriate guidance to get the benefit coveted and required from unspoiled graduate of colleges as well as multinational experts of Syrian origin.The presidential term a futuristic company ( AZIZA ) the rootage go away guinea pig many obstacles, including challenges connect to community and economic environment and investment and business owners. Challenges related to the majority of the community members-the community in frequent aspiring to reach higher ranks of government and minimizing the importance of managing a business career as an option. Where the failure is treated ceaselessly in a negative way and the entrepreneur in the case of failure comely for once-is considered human organism failed a lifetime which limits innovation and development.In Syria, there is the trouble of chip and bureaucracy in all sectors where high proportions in the institutions of the human beings sector and slight in the private sector, which is Considered Bad of the work environment in Syria and must be combated to eliminate them through the process of impart to the awareness community using modern technology to eliminate routine and bureaucracy and effective donation to the idea of creating a single windowpane (Haddam, 2012).One of the challenges and not to take full advantage of previous experience and be taken into estimate as a reference lichen cognitive operation of he work, as well as the policy of the state and the economic dodge in the country, the culture of the community is similarly full of routine, there is no full advantage of the technology and techniques in the field of electronic routine work, the lack of mechanization of processes in the offices which leads to lose time, which leads to lack of innovation (Haddam, 2012). . 0 Evidence of admoni tion on how insights relate to student own accompaniment and how erudition powerfulness applied in current situation motivate the staff by a variety of ways. While a employee forget rewarded by a rise of pay, another result amount of money their success wrought a promotion. Also the training could be a virile factor to spark for the staff, and this withal helps them to acquire a new skills. thereby increasing performance of their Job and stimulates them to creative new things. Adoption of the good incentives stems from a measure of fair and realistic comes the pursuance results Raising the level of production of employees, which is reflected on the production, cut the company costs by trim back the damage, the spread of a dictatorial atmosphere between the members of the company because of the planetary sense of proof and Justice, Increase in the number wishing to touch base the company of dependent and creators, and the presence of a picture of a glossy bright a nd positive of the society (Fedora, 2005).What draw the attention of the source to a fault is a unvaried quest of MM Company in the education of future plans for the disposition the transitional phase. According to (Donald, 2012), organizational transition management is an approach to changing an organization situation from a current state to a desire future state. It is an organizational process aimed at serving to hanged stakeholders to accept and pass over veers in their business environment.Similarly, (Cotter, 2011) defines transition management as the utilization of basic structures and tools to control any organizational budge effort. multifariousness managements goal is to minimise the ex mixture impacts on workers and void distractions. Examples of organizational substitute include electric charge changes, Strategic changes, Structural changes, Technological changes, and Changing the attitudes and behaviors of employees.As a multidisciplinary practice that has evolved as a result of scholarly research, Organizational transition focusing should aim with a hysteretic diagnosis of the current situation, in articulate to determine both(prenominal) the need for change and the capability to change. The objectives, content, and process of change should all be specified as part of the diversity Management Plan (Gaffer, 2012). Transition Management processes may include creative trade to enable conference between change audiences, but also deep social understanding about leaderships styles and group dynamics.As a visible give chase on renewal projects, Organizational Transition Management aligns groups expectations, communicates, integrates teams and manages people training. It makes use of performance metrics, such as financial results, running(a) efficiency, leadership commitment, communication effectiveness, and the perceived need for change to design appropriate strategies, in pronounce to avoid change failures (Gaffer, 2012).Acco rding to ( Kings, 2012), successful transition management is more apt(predicate) to occur if the following are included Benefits management and realization to define measurable stakeholder aims, wee a business case for their achievement (which should be continuously updated), and monitor assumptions, risks, dependencies, sots, return on investment, ads-benefits and cultural gelds affecting the occur of the associated work. Effective communication theory that informs various stakeholders of the reasons for the change, the benefits of successful devouration, as well as the details of the change (when? Where? Who is involved? How much will it cost? etc. ). Devise an effective education, training and/or skills upgrading scheme for the organization. Counter granting immunity from the employees of companies and align them to boilersuit strategic direction of the organization. Provide personal focusing (if squired) to alleviate any change-related fears. Monitoring of the imple mentation and fine-tuning as required. The corporation is alike a head that grows from its roots, kernel products are nourished by competencies and engender business units, whose reaping are products. Three tests are proposed to identify mettle competencies in an organization a core competence provides potential entrance fee to a huge variety of markets, it should make a significant contribution to the perceived customer benefits of the end product, and finally a core competence should be difficult for competitors to imitate.The core products provide a tangible link between identify core competencies and the end products. Organizations need to build their strategies at heart diametric clear scenarios, in different ways, based on different competencies for the purposes of achieving real advantages in the shadow of unknown, risk, and uncertain future (Canon, 2011). 5. 0 treatment of challenges in transforming their learning into action given their particular strength and l imitations This case study taught the antecedent the importance of organizational change and how it helps an organization to become more innovative and competitive.It also helped the author to learn a expand method of implementing organizational change, in order to avoid any form of disruption or problem in the process. This include Prepare, Plan, Design, implement, Operate, and Optimize processes. In addition, this research helped the author to learn the importance of focus strategy and core competency and how they help an organization to become really competitive in their respective industries. The author also learned the disadvantages of individual work and how it negatively affects the productivity and innovativeness of organizations.In the author endeavourers as a future manager, will apply this methodology whenever it deems unavoidable by adopting the strategy and processes used by MM Prepare, Plan, Design, implement, Operate, and Optimize processes. This is because the m ethod will enable him to assess and align the organizations doorstep capabilities with its strategy before implementing it. The strategy will also help to avoid individual work and equally help the organization to focus on its core competency, thereby gaining more competitive advantage over its competitors.The challenges that the author may face when applying this insight as a manager in future could be inadequate skilful employees and employees resistance to change. However, the author will resolve this issue by ensuring that the employees of the organization are encouraged to vary to the change resulting from the new strategy implementation through rewards and training on the importance of the change to them and the organization. By so doing, the organization will always successfully implement any form of strategy relevant to its success and growth. 6. Conclusion In conclusion, MM is a very successful organization and a market leader, because of TTS ability to adopt new processe s and adapt to the changes resulting from it. This also makes it to innovative very often, because it employees tend to be exposed to various operational processes, which helps them to constantly think of new ways to carry out their tasks. It also enables its employees to be constantly trained in various areas, thereby fortune them to learn and expatriation new knowledge, skills, attitudes, and abilities to their Jobs.Creativity and innovationToday, MM is a multinational powerhouse, with more than $23 billion in annual sales across a product line 50,000 deep, from adhesives to optical film. It boasts 22,800 patents, many derived from its 15 percent program. The program has been key to ms business strategy and could be a model for other companies eager to innovate (Bogged, 2010). 2. 0 Contents 2. 1 Issues of MM 2. 1. 1 Structure in Relation to Innovation MM Company established in 1902 in Minnesota, United States, with more than 35 business units in America, Europe, Middle East, Afri ca and Asia.Its line of business includes sandpapers for abrasives, wet and dry papers etc. The company has a good structure which enable them to overcome the setback they had at their first market entrance, of which they come out with new creative technique to innovate ideas together, as a result of the structure of its employees to work together, the company had a major breakthrough in the global market. ms structure is finely well- positioned to accommodate growth and enable it to respond quickly to its rapidly- changing business demands.Conventional research on organizational innovativeness has explored the determinants of an organizations propensity to innovate. Although researchers have analyses the influence of individual, organizational and environmental variables, most of the research has focused on organizational structure. Within the field of organizational structure theories, there has been a long tradition of investigating the links between environment, structures and o rganizational innovation. Several studies have shown how certain organizational structures facilitate the creation of new products and processes, especially in relation to fast changing environments.The work of micro-economists in the field of strategy emphasizes the superiority of certain organizational structures such as flat organizational structure, which is similar to the structure adopted by MM ever the tall organizational structure, which is similar to the traditional structure used by the company. These economists argue that flat organizational structure helps an organization to become more innovative, because it enables all the members of the company to take part in its decision making process (Bernard, 2011).Similarly, contingency theory argues that the most appropriate structure for an organization is the one that gives its employees the opportunity to take part in its decision making process. This is mainly a flat organizational structure. This structure enables the empl oyees of the company to directly inform the management of any new ideas they have without any form of bureaucracy to discourage them or slow the process (Bernard, 2011). 2. 1. Leadership Relation to Innovation Goal achieved through the company to become a global spread as widely from America to include all continents, it means that the leadership was wise and act with tact, simply that the leadership of MM was commitment and role models, before they are statements and opinions without plan. The executive manager was painting a picture in his mind about the perfect ways for employees what they should be in the many, the focus of leadership was the ability to influence the workers and employees by motivating them to seek enthusiasm and commitment to achieve the targets.Opinion of the author that the behaviors practiced by executive manager with the workers and staff was effective approach, were his interaction with clear steps as planned already, the most important characteristics is coordination and organization and urged the workers to complete the work on time, and provided them with a great degree of satisfaction and degree of coherence of the group.Such an environment can be more effective than monetary incentives in sustaining innovation. The executive manager made explicit steps to foster an innovation culture based on trust among employees, in this environment the staff can be effective in sustaining innovation and the executive manager made clear steps to encourage and foster an innovation culture based on the basis of trust between staff and employees.According to (Woodlot & Horny, 2002). Thinking in regularity and logical leading to organizational focus and thinking before planning and about planning is a natural evolution expresses minds, Requires fundamentally to be clear on what we want to do at all levels for internal and external affairs And then put the appropriate plans and system for monitoring To make sure of doing things to the fullest is fi ne. Barnum, 2004) shows the main thing is focus to well Planning and it is what makes the Plan an effective strategy to innovate the most important things and focus is necessary to organizational success . 2. 1. 3 Linkages and Networking to Innovation The most important characteristic of the company MM is to communicate with the global and local communities and looking for the needs and interests of the customers, MM has established many of the communication skills to meet customers and hear their views.M has hired a staff to service the customers with dignity and respect and to feel the customers satisfied after the communicate with them by providing clear and sufficient information either through direct talks informally, or via email and so on. The company did not reach to the global of non-understanding of customer needs and engage them in innovation and give their opinions and their views.In cases of opening up new areas MM used the ideas and opinions of customers from outside t he company as part of the development team for blending views and engaging them as part of the development team to mix views. Linking research and experience with customers led to enhance the level of customer satisfaction and knowledge of the product and how to meet its needs and helped to define the identity of the company not only meet the needs of customers but extend to many of the ideas that rise to the concept of creating a response to the wishes of the expected customers.Thus, these methods have served and satisfied the customers ,have increased activity and effectiveness of the company (Stern, 2001). The variations between regional patterns and national of technology development fleets the significance of external economic and non-economic factors that encourage the interactions of creative on all kinds of the community, which leads to economy into virtuous circle of technological development. . 0 Analyze difficulties in using MM in different cultural situation Depending on the country of the author (Syria) has many advantages, including the presence of an important human resources and skills in the labor market academically and technically need to support and appropriate guidance to get the benefit desired and required from fresh graduate of colleges as well as international experts of Syrian origin.The establishment a futuristic company ( AZIZA ) the author will face many obstacles, including challenges related to community and economic environment and investment and business owners. Challenges related to the majority of the community members-the community in general aspiring to reach higher ranks of government and minimizing the importance of managing a business career as an option. Where the failure is treated always in a negative way and the entrepreneur in the case of failure Just for once-is considered human being failed a lifetime which limits innovation and development.In Syria, there is the problem of routine and bureaucracy in all sectors w here high proportions in the institutions of the public sector and less in the private sector, which is Considered Bad of the work environment in Syria and must be combated to eliminate them through the process of contributing to the awareness community using modern technology to eliminate routine and bureaucracy and serious contribution to the idea of creating a single window (Haddam, 2012).One of the challenges and not to take full advantage of previous experience and be taken into account as a reference lichen performance of he work, as well as the policy of the state and the economic system in the country, the culture of the community is also full of routine, there is no full advantage of the technology and techniques in the field of electronic daily work, the lack of automation of processes in the offices which leads to lose time, which leads to lack of innovation (Haddam, 2012). . 0 Evidence of reflection on how insights relate to student own situation and how learning might a pplied in current situation Motivate the staff by a variety of ways. While a employee will rewarded by a rise of pay, another will measure their success wrought a promotion. Also the training could be a strong factor to motivate for the staff, and this also helps them to acquire a new skills. Thereby increasing performance of their Job and stimulates them to creative new things. Adoption of the good incentives stems from a measure of fair and realistic comes the following results Raising the level of production of employees, which is reflected on the production, cut the company costs by reducing the damage, the spread of a positive atmosphere between the members of the company because of the general sense of attestation and Justice, Increase in the number wishing to Join the company of qualified and creators, and the presence of a picture of a shiny bright and positive of the society (Fedora, 2005).What draw the attention of the author also is a constant quest of MM Company in the preparation of future plans for the administration the transitional phase. According to (Donald, 2012), organizational transition management is an approach to changing an organization situation from a current state to a desired future state. It is an organizational process aimed at helping to hanged stakeholders to accept and embrace changes in their business environment.Similarly, (Cotter, 2011) defines transition management as the utilization of basic structures and tools to control any organizational change effort. Change managements goal is to minimize the change impacts on workers and avoid distractions. Examples of organizational change include Mission changes, Strategic changes, Structural changes, Technological changes, and Changing the attitudes and behaviors of employees.As a multidisciplinary practice that has evolved as a result of scholarly research, Organizational Transition Management should begin with a hysteretic diagnosis of the current situation, in order to deter mine both the need for change and the capability to change. The objectives, content, and process of change should all be specified as part of the Transition Management Plan (Gaffer, 2012). Transition Management processes may include creative marketing to enable communication between change audiences, but also deep social understanding about leaderships styles and group dynamics.As a visible track on transformation projects, Organizational Transition Management aligns groups expectations, communicates, integrates teams and manages people training. It makes use of performance metrics, such as financial results, operational efficiency, leadership commitment, communication effectiveness, and the perceived need for change to design appropriate strategies, in order to avoid change failures (Gaffer, 2012).According to ( Kings, 2012), successful transition management is more likely to occur if the following are included Benefits management and realization to define measurable stakeholder a ims, create a business case for their achievement (which should be continuously updated), and monitor assumptions, risks, dependencies, sots, return on investment, ads-benefits and cultural issues affecting the progress of the associated work. Effective Communications that informs various stakeholders of the reasons for the change, the benefits of successful implementation, as well as the details of the change (when? Where? Who is involved? How much will it cost? Etc. ). Devise an effective education, training and/or skills upgrading scheme for the organization. Counter resistance from the employees of companies and align them to overall strategic direction of the organization. Provide personal counseling (if squired) to alleviate any change-related fears. Monitoring of the implementation and fine-tuning as required. The corporation is like a tree that grows from its roots, core products are nourished by competencies and engender business units, whose fruit are products. Three te sts are proposed to identify core competencies in an organization a core competence provides potential access to a wide variety of markets, it should make a significant contribution to the perceived customer benefits of the end product, and finally a core competence should be difficult for competitors to imitate.The core products provide a tangible link between identified core competencies and the end products. Organizations need to build their strategies within different clear scenarios, in different ways, based on different competencies for the purposes of achieving real advantages in the shadow of unknown, risk, and uncertain future (Canon, 2011). 5. 0 Discussion of challenges in transforming their learning into action given their particular strength and limitations This case study taught the author the importance of organizational change and how it helps an organization to become more innovative and competitive.It also helped the author to learn a detailed method of implementing organizational change, in order to avoid any form of disruption or problem in the process. This include Prepare, Plan, Design, implement, Operate, and Optimize processes. In addition, this research helped the author to learn the importance of focus strategy and core competency and how they help an organization to become very competitive in their respective industries. The author also learned the disadvantages of individual work and how it negatively affects the productivity and innovativeness of organizations.In the author endeavourers as a future manager, will apply this methodology whenever it deems necessary by adopting the strategy and processes used by MM Prepare, Plan, Design, implement, Operate, and Optimize processes. This is because the method will enable him to assess and align the organizations threshold capabilities with its strategy before implementing it. The strategy will also help to avoid individual work and equally help the organization to focus on its core compe tency, thereby gaining more competitive advantage over its competitors.The challenges that the author may face when applying this insight as a manager in future could be inadequate skilful employees and employees resistance to change. However, the author will resolve this issue by ensuring that the employees of the organization are encouraged to adapt to the change resulting from the new strategy implementation through rewards and training on the importance of the change to them and the organization. By so doing, the organization will always successfully implement any form of strategy relevant to its success and growth. 6. Conclusion In conclusion, MM is a very successful organization and a market leader, because of TTS ability to adopt new processes and adapt to the changes resulting from it. This also makes it to innovative very often, because it employees tend to be exposed to various operational processes, which helps them to constantly think of new ways to carry out their tasks . It also enables its employees to be constantly trained in various areas, thereby helping them to learn and transfer new knowledge, skills, attitudes, and abilities to their Jobs.