CHAPTER ONE: INTRODUCTION
According to (Farida, 2007) the main source of growth in the 21st Centurey is implemented as human creativity. Technology is growing exponentially and there is no time for companies to waste in creating a creative working environment (Cilla, 2011). A research conducted by (Cilla, 2011) was to explore the relationship between the organization citizenship behaviors and organization climate that promote creativity. Commenting on this, technology is really advancing everyday thus brings stiff competition; so for organizations to survive and remain competitive in our time they really must be creative, continuously adapt to a changing environment, develop new products and services, and create innovative ideas. Ideas drive technological change; the production of ideas depends on organizational environment (Patrick Legros, 2013). Creativity and innovation are seen as necessary conditions for development (Rasulzada, 2007). This fact points out to big corporations both public and private, medium businesses, small businesses, and micro-businesses. Businessmen are increasingly seeking to identify, employ, encourage, and capitalize on the innovative --- the creative individual (Stainer, 1971) 1.2.0 Research problem
Previous much research has been conducted on this topic of creative organization. In Zambia much has not been done. Now that the variables have already been identified for this particular research topic from other researches conducted outside the country Zambia; this research is going to be conduced in order to measure factors required for a creative organization. The organization to study shall be measured at both individual level and organizational level in relation to creativity. Creativity has been defined in many ways by different authors from different fields. Such fields are psychology, business, engineering, arts, and general science, according to (Stainer, 1971). Creativity has to do with the development, proposal, and implementations of new and better solutions; productivity with the efficient applications of current solutions (Stainer, 1971). “Creativity” in an organization is dependant on understanding the, individual personality, effectiviess management and visionry leadership of the organization; with the view that there are individuals who are creative and are never following the company established norms (Rasulzada, 2007) . Society is more critical and complex, organizations must use novel technology in a creative way (Berg, 2007). And (Berg, 2007) has indicated organizational motivation and management practivces as more relelvant for the psychology of creativity. 1.2.0
Significat of the Research
As heavily quoted in this document from the mojority of the authors; this research is accordingly concentrated on two important issues; namely creativity at the organization level, and creativity at the individual level. The significance of this research is as follows; (1) identify the importance of creativity at individual level; (2) to understand how much the organization to be studied on to the extent fo its creativity and how it values creativity; help professional and skills training institutions to value creativity and creativity individuals in order to help businesses develop culture of creativity. The organizations to seek creative individuals, effect their management, visualize their leadership in order to sustain a creative organization. 1.3.0 The Scope of the Research
The research is proposed to be conducted on one particular organization in Ndola. Depending on the number of employees in the organization, only fifty (50) employees shall be randomly selected from each section of the organization. Additionally two (2) shall participate in the interviews, and two (2) also with two (2) customers shall participate in the focus group. That means about 56. The nature of the research will need a small number of participants because...
References: Amabile, M. Teresa. (2012). Componential Theory of Creativity. Havard Business School. Retrieved Sept 11, 2013 from http://www.google.com
Berg, S. P. (2007). Social Factors of Work Environmental Creativity. Journal of Business and Psychology , Vol 21 No. 3, 407 - 428.
Cella Michael Joseph. (2011). Exploring the Relationship between Organizational Citizenship Behaviour and Organization Climate for Creativity. Master Thesis Paper 4086. San Jose State University. Retrieved Sept 11, 2013 from http://www.google.com
Cludts, S. (1999). Organization Theory and the Ethics of Participation. Journal of Business Ethics , Vol 21, No. 2/3, 157-171.
Farida, R. (2007). (Department of Psychology Lund University) Retrieved Sept 11, 2013, from http://www.google.com
Legros Patrick, Newman F. Andrew, Proto Euginio. (2013). Smithian Growth through Creative organization. Boston University. Retrieved Sept 11, 2103 from http://www.google.com/pdf
Linda Parrack Livingstone, L. E. (2002). Promoting Creativity through the Logic of Contradiction. Journal of Organizational Behaviour , Vol 23 No. 3 , 321-326.
Politis D. John. (2004). The Impact of Self-management Leadership on Organizational Creativity. Higher Colleges of Technology, United Arab Emirates. Retrieved Sept 11, 2013 from http://www.google.com
Steiner, A. Gary. The Creative Organization, (1971)
Please join StudyMode to read the full document